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What are the most important societal trends affecting managing people today

Top 9 Trends Affecting HR Managers December 19, 2016 Human resources is growing faster than ever beforeoften on the front line of new business models and innovative programs.

HR managers are having a major impact on the performances of employees and organizations. They now have a seat at the table, as leaders in building and growing healthy businesses and innovators in developing new opportunities for employee education.

  • The workforce demographic is getting younger Millennials, people born between 1981 and 1997, now rank as the largest percentage of the American workforce;
  • But gamechangers in the business model realm, including companies like Airbnb and Uber, have forced other corporations to remain agile and flexible to stay competitive;
  • The rise of people analytics Data-driven analytics have long been used to chart profits and losses, impact and reach.

As the business world continues to grow and change, here are the newest trends affecting human resources: HR managers now assist business leaders in making smart choices When executives find a new business model or employee program that would make their business more competitive, efficient or profitable, they are going to want to know how they can make it work for their company.

After all, they know what makes the company tick.

  • Human resource managers are culling information form social media networks, employment brand data, demographics and feedback surveys to predict workplace trends, attract and retain talent and shape a productive and engaged workforce;
  • Studies have shown that companies who value diversity reap the benefits, including innovation and higher performance levels;
  • They now have a seat at the table, as leaders in building and growing healthy businesses and innovators in developing new opportunities for employee education;
  • In 2016, two-thirds of executives have listed digital HR as a priority in the Deloitte University Press survey.

More than ever, executives are leaning on human resources to help them analyze and understand their workforce and the trends that are propelling business models worldwide. The workforce demographic is getting younger Millennials, people born between 1981 and 1997, now rank as the largest percentage of the American workforce.

  1. HR managers are having a major impact on the performances of employees and organizations. The rise of people analytics Data-driven analytics have long been used to chart profits and losses, impact and reach.
  2. With this focus on organization comes an emerging trend to group employees into teams that will focus on specific projects or challenges.
  3. With these networks comes more of a need for HR to provide leadership training and performance management to help the teams operate smoothly.
  4. But gamechangers in the business model realm, including companies like Airbnb and Uber, have forced other corporations to remain agile and flexible to stay competitive.
  5. Diversity allows companies to compete on a global scale, reaching new clients and uncovering talent. The workforce demographic is getting younger Millennials, people born between 1981 and 1997, now rank as the largest percentage of the American workforce.

They are more than 53 million strong and counting, not to mention they operate differently from previous generations.

Survey respondents said they are more likely to stay with a company for five years or more if they are provided opportunities for training and leadership roles. While previous generations have expected to stay with one company and climb the corporate ladder, the new workforce expects to have several employers during their careers and expects to have a relationship with each of them.

Top 9 Trends Affecting HR Managers

This means expectations of learning and growth opportunities, and a flexible work environment. Contingent employees are shaking up the workforce Mingling among the full-time employees is a growing population of contingent workers — employees that work part-time or on contract. The rise of people analytics Data-driven analytics have long been used to chart profits and losses, impact and reach.

But now companies are using them to analyze current and prospective employees.

  1. This means HR managers also need to adapt frequently to changes in skill sets and technology. While previous generations have expected to stay with one company and climb the corporate ladder, the new workforce expects to have several employers during their careers and expects to have a relationship with each of them.
  2. Contingent employees are shaking up the workforce Mingling among the full-time employees is a growing population of contingent workers — employees that work part-time or on contract.
  3. Among the innovative digital offerings are internal and external mobile apps and cloud-based technology. While previous generations have expected to stay with one company and climb the corporate ladder, the new workforce expects to have several employers during their careers and expects to have a relationship with each of them.
  4. After all, they know what makes the company tick. They are more than 53 million strong and counting, not to mention they operate differently from previous generations.

Human resource managers are culling information form social media networks, employment brand data, demographics and feedback surveys to predict workplace trends, attract and retain talent and shape a productive and engaged workforce. With this focus on organization comes an emerging trend to group employees into teams that will focus on specific projects or challenges.

With these networks comes more of a need for HR to provide leadership training and performance management to help the teams operate smoothly. It can also mean diversity of thought, perspective or socioeconomic background. Studies have shown that companies who value diversity reap the benefits, including innovation and higher performance levels.

Diversity allows companies to compete on a global scale, reaching new clients and uncovering talent. It also means a focus on inclusion in the workplace to create a culture where employees feel respected and part of the team.

  • This means expectations of learning and growth opportunities, and a flexible work environment;
  • More than ever, executives are leaning on human resources to help them analyze and understand their workforce and the trends that are propelling business models worldwide;
  • Contingent employees are shaking up the workforce Mingling among the full-time employees is a growing population of contingent workers — employees that work part-time or on contract;
  • With this focus on organization comes an emerging trend to group employees into teams that will focus on specific projects or challenges;
  • More than ever, executives are leaning on human resources to help them analyze and understand their workforce and the trends that are propelling business models worldwide.

In 2016, two-thirds of executives have listed digital HR as a priority in the Deloitte University Press survey. Among the innovative digital offerings are internal and external mobile apps and cloud-based technology.

The rate of change in business models has accelerated For decades, standard business models remained relatively stagnant, even as the world around them changed. But gamechangers in the business model realm, including companies like Airbnb and Uber, have forced other corporations to remain agile and flexible to stay competitive.

This means HR managers also need to adapt frequently to changes in skill sets and technology.