The Spring Festival holiday ended in a twinkling, and the HR boys had to roll up their sleeves and work hard. On the occasion of the new year, we will explain the 2017 new trend of global human resources development released by Forbes.
This trend is based on interviews with more than 100 famous human resources of the world by Forbes experts, as well as a number of surveys and latest industry reports, and is interpreted and interpreted by teacher Yao Qiong in accordance with the practice of domestic enterprise training and consulting. It is absolutely worth learning and drawing lessons from.
1, the company will focus more on improving interview candidates' experience and employee work experience.
As a company's marketing department, the main task of many years is to improve and improve the customer experience so as to improve customer satisfaction. And from this year, the HR department should also enhance the experience of employees and potential employees. For example, if a candidate is interviewed, the first thing he does is to search and evaluate on the Internet. If you see Baidu or professional websites have bad comments on the company, it is estimated that candidates will hesitate to come to the interview. So the candidate's experience of the company starts from the moment he submitted his resume. Friendly interaction with candidates and creating a good candidate interview experience is also a great trick to promote corporate culture.
Once employees enter the company to report to work, human resource managers should think about how to reform the old incentive plan, invest more training, better understand the needs of the staff, further improve the working space, let the employees work happily, improve the sense of experience and respect for the employees. For example, IBM has helped IBM save $130 million by using the new data analysis strategy to predict the risk of the loss of key posts and to notify the manager in a timely manner, thus reducing the turnover rate. So the 2017 is the employee experience improvement year, which is not bad.
2, the traditional annual performance appraisal evolved into a continuous review and guidance.
In the process of performance management, more and more enterprises are desalting the annual assessment and compulsory distribution, and pay more attention to the daily feedback, communication and guidance to the staff. Because young people are born in the middle of 90s, they prefer timely feedback rather than the annual performance interview at the end of each year. Continuous communication and feedback will become the norm of management.
Many companies have adapted to the trend of change in the mobile Internet era, carried out innovations in the performance management system, and gave these timely feedback a very nice name. For example, the check-ins (inspection) mechanism of Adobe is set up every year, but the review of work progress is regularly fed back, which makes their active turnover rate reduced by 2%; and the touchpoint (contact point) performance system of GE, and the manager uses APP and employees to check the work results and improve their abilities every day, which makes GE Production efficiency in the past year has increased by 5 times. IBM's checkpoints (checkpoint) and Microsoft's connect (connection) are also focused on performance based continuous feedback and communication.
3, organizational restructuring will pay more attention to team performance rather than individual performance.
No matter what the economic situation and employment situation, more enterprises begin to emphasize team performance and teamwork. Although employees have individual career planning, companies are constantly reorganizing their teams, because high performance teams will enable companies to compete for future business success. The main reason for the reorganization is that the millennials (post-80s) and the Z generation (post-90s) are small in team sports, so they also want to have the same team work in the office. In fact, organizations are trying to become more agile and flexible to better cope with customer demand and market volatility.
Almost all companies regard organizational design as the top priority of the 2017. CISCO is the first company to embrace this trend, and they have created a "Team Space" (team space), a win-win intelligence platform that specializes in the team's efficient work. In the future, team performance must be important to individual performance. As the organization is more flat, small team and agile, the assessment methods of team performance and individual performance should also be changed. After the change in performance management, Microsoft examines the influence of employees, focusing on assessing the contribution of the staff to the organization, the contribution of the team and the help of others. The author has a client who works in a domestic team, without fixed departments or fixed managers. All team members can form teams to complete projects at any time. 2017 they began to learn to use Google OKR to manage objectives. Because OKR emphasizes transparency and emphasizes team performance and teamwork rather than personal performance heroism.
4, augmented reality (AR) and virtual reality (VR) will introduce more recruitment and training.
With Facebook's acquisition of Oculus and Apple's success in applying for 3D to display system patents and Pokemon game augmented reality applications, there is no doubt that 2017 of these technologies are further applied. We find that the younger generation wants companies to introduce virtual reality into the workplace. The technical experience that employees experience outside work will also make them expect the same office. Augmented reality and virtual reality can help improve job seekers' experience and make staff training more attractive and less costly. For example, the British army has used VR technology in the recruitment process; the General Company has a virtual office visit; while GE uses VR at the campus recruitment fair, they allow students to wear VR helmets and visit the company's oil and gas recovery equipment. IBM Watson (IB