HR Predictions for 2015
HR Predictions for 2015
As businesses move into February, it is important to be aware of what 2015 brings for operations and human resources. By examining HR trends, HR managers can be prepared for how their departments and businesses will change and adapt to meet operational goals and the changing needs of customers and clients.
Generational shifts will change operations
As Baby Boomers are retiring, Millennials (Gen Y) are moving into leadership roles, and Gen Z is a target for internships. These generational shifts are likely to bring new experiences and knowledge to companies, and with the prevalence of technology in these later generations, it is likely that there will be far-reaching implications for business operations as these individuals become business decision-makers. The “old way” of doing things will begin to fade as Baby Boomers continue to retire, making way for new ideas and practices.
Skills gaps will continue to widen
The skills gap is a significant challenge for human resources departments, and will continue to be a challenge. Despite unemployment rates that suggest there are many individuals seeking jobs, many employers indicate they have trouble finding qualified candidates for the positions they are trying to fill. This is particularly relevant for highly skilled jobs or niche industries.
Mobile and digital recruiting will be more prevalent
The Internet is becoming a more significant part of business every year, and digital and mobile technologies are integrated into every level of business. This includes recruiting and hiring. Many companies already use Applicant Tracking and HRIS systems to collect resumes. As mobile technologies increase, human resources departments will use mobile technologies to recruit new hires.
Succession planning will become a priority
As baby boomers begin to retire, succession planning is going to become more important in many companies. This will be an important behind-the-scenes element of operations, but will involve education and training to ensure that valuable knowledge is passed on to key employees as part of succession planning. In addition, human resources departments will be involved in determining the role of employment in succession planning.
Non-traditional career paths will abound
More and more people are moving away from traditional office jobs and into freelancing and independent contract work. Some of this comes out of a desire for a different career path, while some of it comes from necessity of the job market. Companies can hire independent contractors on a project-by-project basis and do not have to pay benefits. This is more cost-effective for the organization, and provides great flexibility for the contractors. This trend will continue to grow in 2015, which will impact human resources as they recruit, hire, and manage job expectations in companies.
Since human resources is such an integral part of businesses, HR trends can have a significant impact on operations. Through awareness, managers can be sure that they are actively involved in the continued success of their organizations.