<img height="1" width="1" src="https://www.facebook.com/tr?id=150268505600031&amp;ev=PageView &amp;noscript=1">

Blog

2018 HR Trends Recap & Our 2019 Outlook

Well, 2018 flew by and we are already getting a glimpse of what 2019 has to offer. First and foremost — the business of innovation in HR is booming. The global human resource management (HRM) sector is projected to reach $30 billion by 2025!

In our industry, any solution that will take the tedious tasks out of our hands is a blessing. And as the years go on, we are certain to see more and more of this. Take a look at the predictions we made back in 2018, and what we can expect now that we’re in the new year:

73% of #millennials found their last position through a social media site. Discover how companies will change their #HR strategies to accommodate this for 2019 in @HyphenApp’s latest blog:

1. Shifting from Employee Engagement to Employee Experience

What we predicted:

“In order to help develop that definition of a brand based on the employee lifecycle, HR departments will employ a variety of methods – with technology at its root – including employee feedback tools, wellness apps, gamification, communication and different productivity tools to maximize the employee experience throughout the lifecycle. Gone are the days where feedback and engagement strictly occur during onboarding and employee exiting procedures but, instead, become a consistent, ongoing presence.”

What we can expect:

As 2018 came to a close, we saw a shift in focus. Quality employee experience became crucial in the tight labor market. Similar to how retail is changing based on customer activity, workplaces are making similar changes. When employees in a tight market refuse to settle for a sub-par experience, companies make necessary changes.  In 2019, we expect this trend to continue. Going forward, employee experience will become the key differentiator between good employers and great ones. Organizations that make investments in their employee experience will be able to hire and retain top talent and dominate their competition.

 

2. The Digital Transformation of HR

What we predicted:

“2018 will see HR departments continuing to play technological catch-up with other business functions, first and foremost through the implementation of AI and automation software. Together, these innovations will help improve decision-making, recruiting and nearly every other routine HR function to lend departments significantly increased efficiencies.”

What we can expect:

In 2019, expect technology to disrupt HR even more. Keep an eye out for the use of virtual reality for candidates and new employees to get a feel for the work environment, to practice potential scenarios and more. We can also expect the improvement of Natural Language Processing — making chatbots and other AI technology more intuitive.

As 2018 comes to a close, we saw a shift in focus. Quality employee experience became crucial in the tight labor market.

3. Decision Making Based on People Analytics

What we predicted:

“We foresee democratization of people analytics, where it is transformed from the exclusive ranks of data specialists and becomes more widely integrated into managerial disciplines across entire organizations.”

What we can expect:

Analytics have never been more important than they are now. In 2019, employers can utilize the latest technology to dive deep into employee information to better understand important aspects of their employee lifecycle. This includes turnover statistics, performance and effectiveness of leadership strategies. This insight may also help you identify underlying issues within the company such as inequality and hiring biases.


4. Paradigm Shifts and Organizational Structures With the Gig Economy

What we predicted:

“Organizations of all shapes and sizes will use the gig economy to refine their talent sourcing with contractual employees not on the payroll. Organizations will need to improve their speed and agility in order to quickly identify work and projects especially those that naturally lend themselves to short-term contracts or freelance work to best take advantage of the extreme levels of specialization and flexibility afforded by the gig economy.”

What we can expect:

We expect the gig economy to continue to grow going into 2019. New technology will continue to be the focus. Artificial Intelligence will assist platforms to best match workers with tasks. Drivers for ride-sharing companies will be more intuitively matched to users. Algorithms will become more efficient and intuitive to what humans need. We also anticipate the use of virtual reality to help remote teams work together effortlessly.

 

5. HR Moves from Operational and Administrative Roles to Consultative Roles

What we predicted:

“2018 will also see HR continue to migrate from its traditional administrative role to one that is heavily integrated into organizational leadership and management. As a result of these new and expanded roles, HR should redefine its position and purpose within a company to become more of a strategic business partner rather than just a conduit for top management.”

What we can expect:

The days of HR positions being seen as outsiders looking in at their organization are long past. Rather than being seen as separate from both upper management and the pool of employees, those in HR positions will continue to move toward new titles. We will see more “People Officers” and “Happiness Managers” in lieu of HR Managers. This gives them the opportunity to focus on culture and improving employee experience.

Will #TalentAcquisition get more techy? Should we be #recruiting through Facebook? @HyphenApp has their 2019 HR predictions here:

6. Millennial Entry Into the Workforce

What we predicted:

“Already the largest labor segment, HR departments will continue to develop more effective ways of attracting and accommodating the particular needs and demands of millennials.”

What we can expect:

We have seen changes in technology — i.e. text recruiting and a focus on mobile-friendly applications. However, as millennials continue to dominate the workforce, there will be some surprising changes to the way we attract job-seekers. Expect the end of complicated job descriptions and specific background requirements (sometimes even degree requirements). We can also expect the rise of flexibility perks like working from home, flexible work hours and an even more casual work environment.

 

7. Power to the People

What we predicted:

“Building on the notion of drastically expanded employee feedback procedures for millennials, the old-fashioned annual engagement survey has become an antiquated, imprecise and skewed source of people data. Instead, HR needs to develop the ability to read employee experience cues in real time using a combination of top-down management directed feedback as well as bottom-up feedback that is open-ended and crowdsourced.”

What we can expect:

Traditional performance management is a thing of the past. We will see more continuous employee feedback and software that backs up this tactic for managing performance. Employee experience will take center-stage in 2019. Driven by low unemployment rates and high turnover rates, organizations will shift efforts focused on culture to new employee experience-focused initiatives.

 

8. Social is the New Professional

What we predicted:

“Between social recruiting, profiling, social conversations and compressing the employee experience into the mobile environment, how organizations communicate with current and prospective employees scarcely resembles what the landscape looked like just a few years ago.”

What we can expect:

Traditional performance management is a thing of the past. We will see more continuous employee feedback and software that backs up this tactic for managing performance.73% of millennials found their last position through a social media site. In 2019, we will see this become the norm and organizations will have to adjust their job boards and sites as a whole to become more mobile friendly. We will also see social recruiting become the norm beyond LinkedIn. Social recruiting allows businesses to not only target ideal candidates, but to also post open positions and increase engagement to a larger pool of qualified individuals. Personal social pages give hiring managers the opportunity to identify and screen potential candidates more efficiently and engage personally. This all leads to a year of improved candidate experiences.

As employee experience takes center stage in 2019, it’s time to make sure yours is up to par. We offer a unique engagement model where businesses can create a culture of feedback and networking. From surveys to pulse polls, Hyphen’s people analytics provides businesses the capability to improve their engagement strategies, one employee voice at a time. Request your demo and start listening to your employees anytime, anywhere!

New Call-to-action

Posted in HR