HR departments across the world have a lot on their ‘to do’ lists and it is no surprise that human resources is at a crossroads in this day and age. Utilizing social media channels, creating branded websites in order to attract candidates and posting more creative job descriptions are among the most effective ways to use marketing tools in recruitment. These changes must be implemented as the traditional ways of advertising are rapidly declining and your company could be at risk of being left behind.
Why Is HR Changing ?
Digital workforce – Technology is transforming how people access, retain and apply information. Demand is on the rise for continuous, just-in-time access using digital, mobile and social platforms.
Workforce analytics – There is an increasing demand for metrics and analytics to understand key roles, talent flows, obstructions to talent mobility and the cost of not getting it right from business and talent perspectives.
“Globalization” – Global and multinational companies struggle with setting global HR policies that can also be flexible enough to meet the needs of local lines of business, regulations and employee expectations.
Branding and employee experience – Companies are taking a close look at how they are perceived in the marketplace — formally and socially — to ensure that they are meeting the emerging “employee as consumer” expectations.
Boomer/millennial transition – The loss of institutional knowledge combined with changing expectations and work styles will create significant talent management challenges across every industry.
- Not only are analytics helping humans make better decisions, increasingly analytics can be used to automate the decisions.
- If we really are competing for talent we can’t wait for a convenient time to upgrade recruiting systems and processes. We have to run fast.
- It’s hard to know where to run, given all the new things that are happening in the industry, so we need to invest resources in staying on top of where things are going, and what that means to our organization.
What next ?
It is a HR managers duty to keep up with the latest trends and help their company adapt to any changes that need to be implemented. Successful HR leaders will recognize and welcome technology with a readiness and ability to use data to drive business decisions. HR must be ahead of the continuously evolving HR technology market, and sort through it to identify and then importantly be able to build the business case to obtain the technology that they need to be successful.
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