Prediction: A tight talent market will force differentiation in rewards


Posted by Pete DeBellis on December 6, 2018.

Organizations are in an uphill battle for talent. With less than one job-seeker per job opening in the U.S. at present,1 and a scarcity of qualified talent, organizations need to make substantial changes to attract and retain the talent they need to maintain productivity and drive innovation. Rewards, of course, are one of the most important ways that organizations attract talent. But the days of offering talent the same rewards as competitors have passed. The current job market demands differentiated rewards—by employee, by life stage, and by each organization’s culture and values.

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Prediction: Talent acquisition will use AI and predictive data to become truly embedded in the business


Posted by Denise Moulton on December 5, 2018.

For several years, talent acquisition (TA) has been emerging from its silo of filling headcount to become part of an overarching talent strategy. In 2019, we expect record-low unemployment rates and a demand for niche skills to hasten that transformation and make the TA function a critical player in ensuring that organizations have the talent they need to be productive. This means more than improving TA strategies, enhancing relationships with hiring teams, or becoming data-driven. A substantial shift in behaviors, capabilities, and business integration will fuel TA in those organizations keen to embrace the possibilities.

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Prediction: People analytics will augment the workforce and the workplace


Posted by Kathi Enderes on December 4, 2018.

Ninety percent of the data in the world has been created within the last two years alone, and the continued emergence of new technologies will likely increase that rate even more. HR leaders have been attempting for years to use people analytics to turn this vast amount of data into actionable insights, but many still struggle with how and where to apply people analytics to maximize the return on investment. In the coming year, more and more organizations will start to apply people analytics in a new way, with a direct focus on the individual, rather than through HR or leaders—a bottom-up approach, as opposed to just top-down.

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Prediction: HR will mobilize around productivity


Posted by Jeff Mike and Denise Moulton on November 28, 2018.

Organizations across the board continue to face demographic, technological, and social disruptions throughout their ecosystems. Unrelenting market demands and the rise of the social enterprise1 require unprecedented levels of collaboration among increasing numbers of internal and external stakeholders. In this context, HR must accelerate its evolution from a service-oriented support function to an essential business contributor that routinely measures its success in terms of business impact and workforce outcomes.

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Predictions for 2019: The productivity imperative


Posted by David Mallon on November 27, 2018.

If there is one line that sums up the outlook for HR in 2019, it might be that backhanded blessing, “May you live in interesting times.” These are interesting times, indeed. The increasingly influential role of social capital in organizational success is compelling companies to reimagine their purpose and redefine what it means to be a good citizen, internally and externally. In this new social enterprise, more collaborative and productive relationships with employees, customers, and communities go hand in hand with the quest for revenue and profit.1

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