In Dr. Dave Ulrich’s The Future of HR, he discusses how the next step for HR was to go “outside”; and to see strategy not “…as a mirror but as a window.” (YouTube, 2016). Ulrich discusses how looking outside the organization can help HR prefect their roles more efficiently. Understanding HR’s value to an organization, is dependent on the context of human resources’ work, looking into social, technological, economic, environmental, and demographic trends (YouTube, 2016). By using data analytics to forecast trends, HR has been able to gain a seat at the table and become a partner in driving businesses forward.

One of these trends is the “21^st-century career” which is defined as “a series of developmental experiences, each offering a person the opportunity to acquire new skills, perspectives, and judgement.” (Abbatiello, p. 41). While this is documented by the Global Human Capital Trends survey, as an emerging trend, many employers are struggling with how to redefine jobs and engage their employees. As technology becomes more advanced, one way to transition from a traditional career path to the 21^st -century path, is to utilize advanced technology to sharpen soft skill such as “…complex problem solving, cognitive abilities, and social skills…” (Abbatiello, p. 42).  Companies looking to change their career models proactively, are using AI to train their employees, while others are utilizing self-assessments to drive employee development.  

Millennials “…have grown up in the digital era” are accustomed to using new technology and are ready to adapt to new changes. However, while they are quickly “becoming the largest group of employees”, there is an equally as large and important aging workforce (Komisarjevsky, 2015). The aging workforce if utilized to its potential can offer mentorships and skilled training to incoming talent. Older talent is a competitive advantage, they “represent a proven, committed, and diverse set of workers” (Abbatiello, 2018, p. 50).  Creating programs to include this workforce by “…extending their career models, creating new development paths, and inventing roles to accommodate workers in their 50s, 60s, and 70s” can “support lifetime learning and training and decrease loneliness and social isolation” (Abbatiello, 2018, p. 50). At the same time millennials “…are now forcing changes in how to motivate and engage with employees” (Komisarjevsky, 2015).

Additional benefits and rewards are a staple in employee engagement and retention, and when used effectively can also be a great tool in recruiting talent. “Talent today wants a custom rewards experience that reflects how they live, work and communicate – not a one-size-fits-all approach…” (Abbatiello, 2018, p. 36). With a rapidly growing millennial workforce, it’s become more important to personalize recognition, offer opportunities for employees to feel satisfied with the work they are completing, all while offering work-life balance. Tools such as Virgin Pulse, Vitality, and Castlight Health, directly tie into well-being initiatives, and recognition. These types of programs are “…a growing expectation among the talent companies most want to recruit, access and retain.” (Abbatiello, 2018, p. 68).

HR analytics or people data is a useful tool but comes with its own risks. Employees are concerned with their privacy, and when companies fail to act on employee given data, they can lose their employees’ support. “…managing the risk of people data analytics is to know all of the places where personal data resides.” (Abbatiello, 2018, p. 92). Companies should have policies put in place, and transparency with their stakeholders and employees on how the data is maintained, which ideally is a collaborative effort led by IT, HR and Legal (Abbatiello, 2018, p. 92).  If maintained properly data analytics can offer HR professionals the right information to coach Leadership to better attract, retain, engage, develop, and motivate top talent, which will ultimately ensure the success of the organization for the future.

References

Abbatiello, A., et al. (2018). The Rise of the Social Enterprise 2018 Deloitte Global Human Capital Trends. pp. 33–95. https://avila.instructure.com/courses/1832144/files/210500713/download?wrap=1

Komisarjevsky, C. (2015). Millennials are defining the Workplace. HuffPost. Retrieved January 20, 2022, from https://www.huffpost.com/entry/millennials-are-defining-_b_5714683.  

YouTube. (2016). Dr. Dave Ulrich – The Future of Hr. YouTube. Retrieved January 20, 2022, from https://www.youtube.com/watch?v=57PmDk73u7I.

YouTube. (2013). Jack Welch: The Role of Hr. YouTube. Retrieved January 20, 2022, from https://www.youtube.com/watch?v=rByDmC0SqtM.