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TOP 10 HR PREDICTIONS

FOR 2016 • Major trend toward a design-centric digital focus within HR –a focus on changing the way we serve andsupport employees (create experiences,not programs).

• Apps and the cloud will take the forefront astraditional software will seem less relevant.

1. Digital HR Arrives – Changing the WayHR Designs and Delivers Employee Solutions

• Next-generation performance management tools will focus onfeedback, not ratings/rankings.

• New recruitment platforms will integrate smart sourcing, candidaterelationship management, interview management, applicant tracking,and analytics into one platform.

• New L&D vendors are offering online video, MOOCs, andexpert-authored material.

3. New Models of Talent ManagementEmerge – Creating a New Generation ofTalent Management Platforms.

• Shift from traditional HR software to integrated HR tools that build a“system of engagement”.

• Bringing analytics into the HR function as a core and critical area.

2. The Need to Improve the EmployeeExperience and Harness People Data Drivesthe Stampede to Replace Dated HR Systems.

• 2016 will bring the demise of ratings and the endof forced ranking and the adoption of check-ins,feedback systems, and agile goal managementsystems.

• Shift from top-down annual performance processto continuous management and feedback.

4. The Rush to Replace and ReengineerPerformance Management Acceleratesaround the World.

• Rethink the concept of “potential” and actively build leaders “throughleadership experiences”.

• New career management solutions will merge the concepts ofself-assessment with data about new career paths allowingemployees to “shop for the next job” within the company.

6. Global Leadership Development, Coupled withCareer and Talent Mobility, Takes on a FreshNew Focus. Mentoring and Coaching Grow Rapidly.

• Pulse survey tools, anonymous socialnetworking tools, sentiment analysis tools,and culture assessment models are rapidlyreplacing the annual engagement survey.

• Companies need to understand where theirculture and management need to change.

5. Engagement, Retention, and Culture Persistas Top Priorities – With New Feedback andAnalytics Systems Coming to Market.

• Shift toward “employee-owned” learning. L&D leaders need to delivera tapestry of ever-changing learning experiences that can be curatedby the crowd.

7. The Revolution in Corporate LearningContinues as a New Model Evolves.

• Companies are hiring heads of people analytics and replacing HRplatforms with the singular goal of creating a meaningful and usefuldatabase of information about their people.

9. People Analytics Accelerates Its Growth –Evolving to a Mainstream Program in theHR Function.

• Diversity and inclusion will rise to become aCEO-level strategic issue. It is no longer a“program” to be managed; it is now abusiness strategy that needs to beembedded in everything we do.

8. Diversity and Inclusion Merge with Key HRand Business Strategies

• HR profession is going through a true reinvention. Companies areinvesting in people analytics, younger HR leaders are emerging andthe alignment of HR with business is improving dramatically.

10. The HR Profession Leaps Forward as aNew Breed of HR Leaders Enter the Stage.

646. 809. 0112Source: Predictions for 2016: A Bold New World of Talent, Learning, Leadership, and HR Technology Ahead, Bersin by Deloitte / Josh Bersin, January 2016.

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info@easttenthgroup.com | www.easttenthgroup.com646. 809. 0112

• More than 2/3 of companies report their employees are “overwhelmed”. Research shows thatoverall U.S. business productivity has slowed.

• 60% of all large companies are replacing, planning a replacement, or haverecently replaced their core HR systems.

• More than 60% of all companies are redesigning (or have redesigned) theirperformance management process, typically moving from top-down rating andranking to a feedback-centric, developmental, often rating-less model.

• More than 80% of companies want better talent mobility in their companies.

• 80% of Millennials expect to be able to give their bosses a performanceappraisal.

•Work teams which feel “included” in decision-making and project work are80% more likely to rate themselves as “high performers” in the workplace.

• 86% of companies rated culture and engagement as a top priorityin terms of things to worry about.

• 86% of companies globally cite “gaps in their leadership pipeline” as one oftheir top three issues. These gaps are occurring at all levels of the organization.

• 88% of managers believe the time put into their existing performancemanagement process is not worth the time they put into it.

• Corporate learning is now the #3 priority around the world(only after culture and leadership).

THE STATS THAT MATTER

FOR 2016WHAT WILL YOU DO?

60%

80%

86%

3RD

Source: Predictions for 2016: A Bold New World of Talent, Learning, Leadership, and HR Technology Ahead, Bersin by Deloitte / Josh Bersin, January 2016.

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