{"id":211582,"date":"2020-01-07T17:39:00","date_gmt":"2020-01-07T17:39:00","guid":{"rendered":"https:\/\/letstalktalent.co.uk\/?p=211582"},"modified":"2023-08-20T10:09:18","modified_gmt":"2023-08-20T09:09:18","slug":"an-exciting-start-to-the-new-decade","status":"publish","type":"post","link":"https:\/\/letstalktalent.co.uk\/blog\/an-exciting-start-to-the-new-decade\/","title":{"rendered":"An exciting start to the new decade"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\"><em>How the political, technological and economic landscape might influence the world of HR in 2020<\/em><\/h2>\n\n\n\n<p>Whilst many things are uncertain as the world eases into 2020, one thing is an undeniable certainty: this year will be one of the most exciting, scary and challenging years we have seen in a while. Brexit is obviously one of the key changes that may affect the employment landscape everywhere in Europe, as some speculate that certain segments of the UK workforce will move away. <\/p>\n\n\n\n<p>But other elements such as the changing laws around what constitutes self-employment in the new global gig economy, particularly brought to the media\u2019s attention by Uber\u2019s fight to keep its drivers classified as independent, could also have significant impacts. Both for the contractors and their employers. <\/p>\n\n\n\n<p>So what should we expect in 2020 in terms of HR trends and how can companies globally prepare ahead of time? <\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1) <strong>Be kind: the humanisation of the organisation <\/strong><\/h3>\n\n\n\n<p>Businesses are slowly realising\nthat the tables have turned. The focus isn\u2019t so much on trying to please the\nboss, but on attracting and retaining great talent. Many organisations are\ntherefore focussing on employee-centric initiatives addressing issues such as the\ngender pay gap, health and wellbeing and diversity in the workplace. Whilst\nthis isn\u2019t new, the benchmark is changing. It isn\u2019t merely about having\ninternal guidelines anymore. The soft approach isn\u2019t enough and more aggressive\naction is required. Policies such as shared parental leave that support men wishing\nto play a more active role in child-rearing and allow women more choice and\nflexibility, as seen in the Nordic countries, could become an important factor\nfor employees when selecting career options. <\/p>\n\n\n\n<p>Increased focus on diversity and\ninclusion or managers tackling mental health will also start to become difficult\nto avoid, with topics previously stigmatised coming up to the surface. If your\ncompany doesn\u2019t have ways to support menopausal women in the workplace or tools\nto help deal with stress and anxiety, this could be a good place to start. Many\nbusinesses are now creating their own staff wellness guides, including advice\non coping with stress and preventing burn-out, and incorporate those in\nprocesses such as onboarding and induction. Some will go further, offering\nunlimited health days, in-house massages during stressful periods and even\nhelping to improve staff\u2019s physical health. The University of Indiana recently\npartnered with Fitbit to roll out a comprehensive wellness programme aimed at\nreducing staff obesity and chronic diseases using wearable tech<a href=\"#_ftn1\">[1]<\/a>.\n<br><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2) <strong>Flexibility as a cost-saving exercise <\/strong><\/h3>\n\n\n\n<p>You may have already heard it: 9 to\n5 is dead, long live flexible remote working. This is of course influenced by\nthe modern digital lifestyle adopted by so many. But remote working isn\u2019t just\nfor the beany-wearing trendy millennials working in shared offices in front of\ntheir latte macchiato. It is also a key tool in helping parents return to work,\noffering increased flexibility to support women in the workplace. And as the\ntalent war rages on, finding great local employees can be a difficult task.\nRemote working allows employers to find the right fit within their teams,\nwhether those team members are based nearby on in a completely different\ncountry. <\/p>\n\n\n\n<p>In addition, the cash-strapped SMEs\nand start-ups group is developing new processes to encourage remote working as\na cost-saving measure to reduce overheads. So as time goes by, you may discover\nthat most organisations simply no longer have the space to accommodate everyone\nin their office and that remote teams will become even more remote, with\nseveral time zones to consider at once. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3) <strong>Technology as an HR tool <\/strong><\/h3>\n\n\n\n<p>We are not quite at the stage where AI will automate your yearly performance reviews. But the HR industry has greatly benefited from the arrival of new technologies in the past couple of years and the trend is here to stay. With increased competition for talent, organisations cannot afford to get it wrong and need the data in place to better identify and manage talent internally. Employee analytics allow for less biased decisions based on set KPIs and data-driven <a href=\"https:\/\/letstalktalent.co.uk\/services\/performance-management\/\">performance management<\/a>. Companies such as Dubai-based transportation network Careem use technology to regularly collect engagement scores from employees, allowing for continuous performance management as a great example of technology supporting career development. <\/p>\n\n\n\n<p>Automating some less interesting tasks\nis also a way to free up HR time and focus staff on what truly matters. Chatbots\nfor example are a great way to answer simple queries that would otherwise clog\nup staff\u2019s to do list. Other tools include online platforms allowing for\npeer-to-peer recognition, regular feedback or satisfaction data. The key is to\nkeep it simple. Regular easy-to-fill surveys will allow you to measure the\npulse of your organisation and take corrective action much more efficiently\nthan the usual more cumbersome, comprehensive data gathering tools we\u2019re used\nto. &nbsp;\n\n\n\nSo whilst some of those key trends are already at\nour doorsteps, presenting businesses globally with opportunities to take immediate\naction and get going towards becoming a great place to work, the future is\nindeed excitingly uncertain. We are going through some unprecedented events and\nother unexpected opportunities may arise along the way, changing the employment\nlandscape and presenting proactive companies everywhere with new challenges to\ntake on. So whilst we all wait in anticipation to see the impact of Brexit, the\nnew laws around self-employment and many more political and economic initiatives,\none thing is certain: by focussing on being a flexible, employee-centric and technology-focussed\nemployer, you can\u2019t really go wrong. And we\u2019ll be here to regularly update you\non future trends as we see them arise. \n\n\n\n<\/p>\n\n\n\n<hr class=\"wp-block-separator has-css-opacity\"\/>\n\n\n\n<p>[1] <a href=\"https:\/\/www.hrtechnologist.com\/interviews\/workplace-wellness\/fitbit-amy-mcdonough-employee-wellness-programs\/\">HR Technologist<\/a>, 27<sup>th<\/sup> August 2019, last visited 6<sup>th<\/sup> January 2020. <\/p>\n","protected":false},"excerpt":{"rendered":"<p>How the political, technological and economic landscape might influence the world of HR in&#8230; <a class=\"moretag\" href=\"https:\/\/letstalktalent.co.uk\/blog\/an-exciting-start-to-the-new-decade\/\">[Read More]<\/a><\/p>\n","protected":false},"author":2,"featured_media":211584,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[3],"tags":[],"acf":[],"yoast_head":"<title>2020 HR and employment trends explained | Let&#039;s Talk 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