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Letâs start off 2017 with our annual reveal of the yearâs trends! This series will go beyond buzzwords to locate and analyse the weak signals that are disrupting Human Resources and work in general. Weâve identified 12 trends that streamline HR processes, and have broken them up into four complementary groups for you. Hereâs what you can expect for 2017: working experience, AI, freelancers, an exclusive marketplace, and unique profiles. We promise we wonât just be throwing catchwords like âuberisationâ, âdisruptionâ, or âCloudâ around.
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Read part 1: Work as an Experience, Felxibility & Office Management
Read part 3: Sourcing, Diverse Profiles & AI
Read part 4: APIs, marketplace & Applications
#4 – Embracing the rise of freelancers
Make way for a new kind of Chief Officer: the Chief Freelance Officer. This new position ensures that freelancers, whose requirements are different from those of employees, are well managed within a company. CFOs will work alongside HRDs and Purchasing Directors to make the best of this new force on the market. Freelancers are probably your best option for your company’s project and competency requirements.
The next ten years will be marked by a significant rise of freelancer workers. By 2020, we can expect 40% of the workforce in the United States to be independent workers. Most French companies today (68%) hire freelancers as a result of in-house skills gap. There may be heated discussions on the role of freelance professionals in today’s work scene, but freelancing is here to stay. Companies must make the most of this situation and embrace their growing ecosystem. Itâs certainly no easy task to occasionally hire freelancers, retain and motivate them, and ensure their successful onboarding. Always remember that freelance professionals work with the company, not for the company.
#5 – Creating continuous conversations with feedback and microlearning
Companies now have to find a different way to provide feedback and adapt to the new types of workers and ways of working. A company must constantly communicate with their ecosystem to develop a trusting relationship with their workers. Think of it like a WhatsApp conversation: thereâs no start or end. You can pick up where you left off days before.
Read Also : When clients become appraisers
According to Ken Blanchard, âFeedback is the breakfast of championsâ. Feedback is indeed a central element in employee experience. Over the years, feedback has gone from top-down and 360° feedback, to continuous feedback. This lets everyone feel involved in appraising their colleagues and ensures regular conversation between the company, the employee, and their ecosystem. Companies can offer training sessions on soft and hard skills, as and when employees need them, thanks to the real-time follow-up of employee performance.
#6 – Providing Learning as a Service (LaaS)
Thereâs been a drastic change in training over the years! It has become a lot more flexible for everyone involved. It has to step up its game to keep up with employees, who are now taking charge of their own training. Talent development has become more scalable with the integration of digital training that is accessible from anywhere. There has also been an increase in peer-to-peer training sessions. Anyone can create a MOOC or tutorial now. LaaS helps create economies of scale and content by involving employees. This way, it is easier to measure the impact of training sessions on a centralised platform. Training platforms can also be used to appraise employees and offer them training sessions that correspond to their objectives and requirements.
Here at Talentsoft, we believe itâs not so much the resources that are important, but rather the way you assemble them.
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