Emerging Trends-hr 151

8/6/2019 Emerging Trends-hr 151

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Serve the Professional. Advance the Profession.

Emerging Trendsin Human Resources

Presented by:

Keith J. Greene, SPHR

Vice President, Member RelationsSHRM


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Serve the Professional. Advance the Profession. 2003 SHRM

Top 10 Workplace Trends for 2006-2007

According to HR Professionals

10. Vulnerability of technology to attack or

disaster

9. Work intensification as employers try to

increase productivity with fewer employees

8. Increase in identity theft

7. Rise in number of individuals and families

without health insurance

6. New attitudes towards aging and retirementas baby boomers reach retirement age


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Top 10 Workplace Trends for 2006-2007

According to HR Professionals

5. Retirement of large numbers of baby boomers(those born between 1945 and 1964) ataround the same time

4. Increased demand for work/life balance

3. Threat of increased health care/medical costson the economic competitiveness of theUnited States

2. Increased use of outsourcing (offshoring) ofjobs to other countries

1. Rising health care costs

SOURCE: SHRM Workplace Forecast


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Top 10 Demographic Trends

for 2006-2007

10. Growth in the number of employees for

whom English is not their first language

9. Implications of the Latino/Hispanic

population as the nations largest minoritygroup

8. Growth in the number of employees with

eldercare responsibilities

7. Generational issues: Recognizing and cateringto groups such as Gen Y (born 1980-2000)

and Gen X (born 1965-1980)

6. Increase in the age individuals choose to retire


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Top 10 Demographic Trends

for 2006-2007

5. Growth in number of employees who have botheldercare and childcare responsibilities at the

same time (sandwich generation)

4. Retirement of large numbers of baby boomers

(born 1945-1964) at around the same time3. Demographic shifts leading to a shortage of

skilled workers

2. Aging of the workforce

1. Aging population driving an increase in healthcare costs



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Actions Organizations Are Planning to

Take in Response to Demographic Trends

Investing more in training and development toboost skills levels of employees

Succession planning

Changing employment practices to avoid

charges of discrimination based on sexualorientation

Changing employment practices to avoidcharges of discrimination based on ethnicity

Changing employment practices to avoidcharges of racial discrimination

Training line managers to recognize andrespond to generational differences


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Do you (Baby Boomers) want to work

into retirement?

%

%

%

%

%

%

%

%

%

es o

% said yes, with manywith many looking for

part-time jobs or an

opportunity to move in

and out of the workforce

perhaps during aperiod as long as years.

The study, conducted by

Harris Interactive,

involved online interviews

with more than ,

adults aged years to

years. ( / )


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WHY Do you (Baby Boomers) want to

work into retirement?

To remain mentally and physically

active

I want to try new professions

Earning money


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Steps in Preparation for Possibility of Worker

Shortage Due to Baby Boomer Retirement

Providing continuous skills training for

incumbent workers (to update workers skills

and keep workers ahead of the curve)

Researching and potentially modifying pay

scales to ensure competitiveness

Providing baby boomers information

regarding retirement planning considerations

Offering flexible benefits packages for

employees

Increasing recruiting efforts overall


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Top 10 Employment Trends

for 2006-2007

10. Privacy concerns of employees

9. More employees with untreated physical andmental health conditions due to an increase inhealth care costs and the number of

uninsured8. Establishment of a link between pay and

performance

7. Greater demand for flextime

6. A continued change in negotiating strategies,tactics and processes used by labor andmanagement caused by business pressure toremain competitive


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Top 10 Employment Trends

for 2006-2007

5. Work intensification as employers try to

increase productivity with fewer employees

4. Employee backlash against rising benefits costs

3. Employee security concerns

2. Rising health care costs

1. A greater emphasis on employers to develop

retention strategies for current and future

workforce



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Actions Organizations Are Taking or Planning

to Take in Response to Employment Trends

Increasing spending on learning and training

initiatives

Shifting to the use of HSAs to offset the

increase in health care costs

Increasing use of flextime

Decreasing health care benefits

Increasing use of customized employee

benefits packages


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Top 10 HR Profession Trends

for 2006-2007

10. Increased focus on selective retention forkeeping mission-critical talent

9. Increased use of HR technology

8. Growing complexity of staffing function as it

links to the financial and operationalperformance of the organization

7. Linking employee performance and its impact

on organizations business goals

6. Business units taking on more of HRs strategicfunctions and tasks


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Actions Organizations Are Taking or Planning

to Take in Response to HR Trends

Increasing use of technology to performtransactional HR functions

Increasing HRs role in promoting corporate

ethics/corporate social responsibility

Increasing investment in training for HR staff

Building people management or human

capital component into key business

transactions (change management, mergers

and acquisitions) Measuring human capital


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Actions That HR Professionals Are

Taking in Response to Trends

Increasing employee electronic surveillance

Increasing use of alternative dispute

resolution

Adding on to HR staff Greater use of contingent workers

Decreasing other employee benefits as a result

of increased health care benefits costs

Cutting back on HR staff



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The Top Five Workforce Priorities

According to CFOs

1. Developing Leadership Capabilities

2. Increased Productivity

3. Acquiring Key Talent

4. Retaining Key Talent

5. Measuring Human Capitals Contribution

to Business Performance

SOURCE: Mercer HR Consulting


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The Top Five Challenges

for HR Managers

1. Ensuring compliance with federal and state

employment law

2. Retaining talent in an improving economy

3. Managing performance

4. Developing leadership

5. Dealing with rising health care costs

SOURCE: Business & Legal Reports 5/06


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What Are the Key

Retention Issues to Employees?

Fairness at Work

Concern for Me as an Employee

Job Satisfaction

The Reputation of My Employer

Trust in Me as an Employee

Source: Walker Information


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What Are the Main Reasons

Employees Resign?

Poor Behavior and Supervisions Skills of

Front-Line Managers

Lack of Growth Potential

Unable to Speak Freely About Concerns Lack of Recognition

Dont Like the Work

Inadequate Pay

Lack of Work/Life Balance

Source: Saratoga Institute


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People quit their manager, not

their company.

Marcus Buckingham


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To Be Successful, HR Professionals Must

Develop Competence in Five Key Domains

Strategic Contribution 43

Personal Credibility 23

HR Delivery 18

Business Knowledge 11

HR Technology 5

Source: HR Competency Toolkit (

indicates HRs total impact on businessperformance)


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The HR Professional MUST Master These

Competencies in order to Succeed in the Future

Strategic thinking

Talent

management

Business acumen Technology/

technical skills

International/

global perspectives

Finance capability

Flexibility/

adaptability

Changemanagement

Innovation and

creativity


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The Words ofCoretta Scott King

It doesnt matter how strongyour opinions are. If you dont

use your power for positive

change, you are, indeed, partof the problem


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You miss 100 percent of the shots younever take.

Wayne Gretsky


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Theres no I in TEAM. But there isan I in WIN!

Michael Jordan


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Employers who dont treat applicantswell are starting to pay for it.

Tom Rath

Global Practice Leader

Gallup Organization


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Good managers play checkers. Greatmanagers play chess.

Marcus Buckingham


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The ability to individualize praise iswhat makes it special.

Marcus Buckingham


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The man who has no imaginationhas no wings.

Muhammad Ali


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Opportunity is missed by most peoplebecause it comes dressed in overalls and

looks like work.

Thomas Edison


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Tell me and Ill forget. Show me and Imay remember. Involve me and Ill

understand.

Socrates


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Your future depends on many things,but mostly on you.

Frank Tyger

Documents

Emerging Trends-hr 151