By Natanya Rutstein
After a thorough review of the latest thinking on HR industry trends and predictions for 2020 I have put together a brief overview of the topics covered by industry leaders on what to expect in 2020. Most of the topics are already familiar to you and have been covered in our blogs over the last two years.
- Decentralised Organisational Structures
In order to remain agile and timeously respond to a rapidly changing and unpredictable business environment, organisations will continue to rid themselves of cumbersome hierarchical structures in favour of networks of teams. This will provide them with the flexibility to reorganise and meet customer demand in real time.
The digital workforce is accustomed to a personalised experience in almost every aspect of their personal lives, whether it be book recommendations from Amazon or movies by Netflix or Showmax. In order to engage today’s employee’s HR must use technology which will allows for the creation of some level of personalisation, tailoring the content to the needs of the employee at relevant touchpoints from onboarding to learning and development right through to off boarding.
Technology and the automation of HR processes will continue to drive transformation in the industry. Automation of the recruitment and hiring process has reduced recruiting timelines, assisted with candidate screening and helped to eliminate bias from the screening process. The use of HR chatbots, gamification, AR and VR are gaining traction in onboarding and recruitment practices as well other forms of on-the-job training.
- People Analytics vs Analytics of the People
Big data and the use of analytical tools to understand and gauge employee satisfaction will continue to dominate. An in-depth understanding of employee motivation and performance will assist HR professionals enhance the employee experience.
According to Tom Haak of The HR Trend Institute, one of the trends to watch for in 2020 is a move from people analytics to analytics for the people. He says, “A lack of trust can influence many workforce analytics efforts. If the focus is primarily on efficiency and control, employees will doubt if there are any benefits for them. Overall there is a shift to more employee-centric organizations, although sometimes you can doubt how genuine the efforts are to improve the employee experience. Asking the question: “How will the employees benefit from this effort?” is a good starting point for most people analytics projects. “
- Data Ethics and Security
The move towards data driven HR processes, practices and decisions will place an increased responsibility on HR professionals to ensure the protection of workforce data and the ethical use thereof.
- Employee Experience
The focus on employee experience is set to continue in 2020. HR not only has to design compelling employee experiences considering the physical environment, the tools and smart technologies that enable employee productivity and learning, but also has to create experiences that connect employees emotionally to the workplace. How employees experience these moments will shape their overall work experience and satisfaction levels leading to sustained levels of engagement.
- Continuous Performance Management
More and more organisations are discovering that once a year performance feedback and review sessions are an unsuccessful way to motivate and improve employee performance. 2020 will see the growth of continuous performance management practices and processes.
Although the above is by no means an exhaustive list, it worth your while to give some thought to the issues that may be applicable to your organisation, research them further and consider their possible implementation in 2020