Use #HR Predictions As the Foundation for Your Talent Strategy
I really like prediction season. You know, that time of year from November to January when people talk about the talent trends they’ve been seeing and how they anticipate those trends playing out over the upcoming year.
Sometimes I agree with the predictions and sometimes I don’t. What I like about reading them is they make me think. They force me to start formulating an opinion. And if I don’t feel like I have enough information, then I have to start doing my own research. For me, predictions aren’t simply some list.
Regular readers of HR Bartender know that I’m a part of The Workforce Institute at Kronos Incorporated. We’re a think tank that helps organizations drive performance by addressing human capital management issues. One of the things that we do annually is put together a list of predictions that will impact the workforce. The 2020 list came out a few weeks ago, and I will admit that some of them are not going to be a surprise – like employee wellness and family leave. But a couple of them might surprise you such as organizations finding ways to handle political discourse and activism in the workplace. I hope you’ll take the time to check out the entire list on The Workforce Institute blog.
Of course, one of the biggest trends facing the workplace today is talent. How to find employees, create engagement and retention. I was recently a part of a Workforce Institute podcast on “Preparing Your Workforce for the Future of Work”. This conversation also includes Martin Armstrong, vice president of payroll shared services for Charter Communication; Alexandra Levit, author of the book “Humanity Works: Merging Technologies and People for the Workforce of the Future”; and Joyce Maroney, executive director of The Workforce Institute”. During our conversation, we talk about talent development, organizational agility, and the role technology can play in employee upskilling and reskilling. I think you will find the session interesting and, as a bonus – it’s eligible for SHRM and HRCI recertification credits.
Another activity The Workforce Institute takes on is publishing books. The latest is called “Being Present: A Practical Guide for Transforming the Employee Experience of Your Frontline Workforce”. This is the fourth book from the group and the second one I’ve been a part of. In “Being Present”, I wrote a chapter on performance management and some of the talent trends I’ve been seeing when it comes to annual performance reviews. I hope you’ll check it out. In fact, you can get a free digital copy of “Being Present” by clicking through on this link and entering the password freebook (lowercase). I hope you’ll download the book and share it with your colleagues.
Finally, one last thing about predictions, trends, and the future of work. The Workforce Institute is hosting a TweetChat tomorrow (Monday, February 10, 2020) at 12 noon. We’ll be talking (tweeting) about our predications and talent trends. I realize its last minute but hope you can carve out a few moments to join us. It should be fun and educational.
2020 is already starting out to be a challenging and exciting year for human resources. That’s not a bad thing. We really are positioned to bring huge value and impact to the business. But we need strong data and good information to make it happen.
Image captured by Sharlyn Lauby while exploring Duval Street in Key West, FL
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