HR managers are constantly working to innovate their process in order to help the line functions of the company perform at it bests. The innovation is stemming from the new challenges they are facing. Attrition being the prime focus, retention of best talent, process for real performance analysis, sourcing, re-organising as per the market needs, mobility, branding as a recruitment tool, employee engagement and skills enhancement are some of the key trends emerging for this year.
Attrition is prime focus-
Basically reduce attrition rate is of prime focus nowadays with HR managers. To stem the flow of attrition, HR managers today are innovating on the ways to keep employee in a happy state, employee engagement and skill development are some of the ideas being tried by them. There is an emphasis on process driven trainings like facilitation to address the mental needs of an employee, portals like www.learninglinkups.com are coming handy for such ideas. Other ideas for employee engagement employed by the HR managers is to give a personal touch to the family of the employee and create a larger family of organisation. We shall see a lot of family days, mummy days, grandfather days etc celebrated at offices to create a bond in the employees. It is a firm belief that this kind of bond forces the employee to think twice before taking the plunge.
Retention of best talent-
Over the years attrition has been a prime focus of corporate especially HR managers. HR managers are in a constant struggle to manage the right workforce required by the management to deliver the goods. Counter offers, ESOP, Bonus or any kind of monetary incentivisation has been counterproductive in long run. New trends are emerging in this field such as grooming the talent at an early stage under the guidance of the leadership teams basically bringing them closer to the leadership team to make them feel special and empowered. Organisations are trying various ways such as making them EA of C- level people in the organisation for 6 months to giving them responsibility to develop a new vertical with the leaders. These things have transformed the way retention was looked at previously and is yielding good results.
Process for Performance Evaluation–
When we talk about performance evaluation and rating Bell Curve does come in our mind, this was practices with almost all companies religiously but time has changed and Bell Curve method is now out of the window for many organisations. They are innovating towards more quantifiable performance evaluation. One more area where they have changed a lot is the period, earlier performance evaluation was just an yearly exercise but now organisation have started taking this every quarter, HR managers feel that periodic evaluation and feedback gives employee the right picture of his work.
Re-organising as per market-
HR managers are spending a lot of time and effort in getting their organisation structure right, this has been a real reason to a lot of conflicts and sluggish performance due to bureaucratic approach. They are going towards flat organisations instead of hierarchical approach.
With the organisation getting mobile, HR managers have realised that comfort for an employee is something they value even more then the money, they have started investing in applications and process which are cloud based and available for all employees from anywhere, they should have a feeling of HR managers anywhere they need help.
Employee Engagement & Skill Enhancement-
HR managers are innovating new ways of engaging with employee, simple in house trainings are the thing of the past. Professional Trainers & Facilitators are pushed into services to create a productive workforce. There is a special emphasis on skill enhancement as this works as a morale booster for an employee. As per www.learninglinkups.com , there is a greater emphasis on team building, interpersonal trainings, behavioural trainings, leadership trainings, process facilitation across the industry verticals.
Branding as a recruitment tool-
Social networks are being used by HR managers across the spectrum to recruit talent from market. Blogs, posts, pics by HR managers serve as a communicating channel with the outer world.
Training needs analysis is concerned with addressing skills gaps at the organisational level, the group level and the individual level, and falls under the remit of L&D.
Training needs analysis should be conducted at all three levels to ensure the maximum return from training and skills throughout the organisation.
A TNA pinpoints the required level of skill/knowledge and the current level of skill/knowledge – the ground in between is the gap. As well as identify this gap, training needs analysis is also designed to identify the most appropriate training to bridge this gap.
The techniques used in training needs analysis can vary and include SWOT (Strengths, Weaknesses, Opportunities, Threats) analysis, one-to-one interviews and SMART objectives.