What does 2020 have in store for HR?

The beginning of a new year is always a great time to reflect on lessons learned in the previous 12 months and look forward to the year ahead. The HR Industry has been through somewhat of an evolution since January 2019 and it was very apparent throughout the last year that more change was imminent.

From my ongoing discussions with clients, prospects and fellow HR pros, there are the three trends that have come up again and again over the last year and I believe will continue to be prominent in 2020.

1. A focus on people enablement

Employee wellbeing and professional development were top of mind for employers and will continue to be in 2020. With up to four generations working at the same time, all with their own unique needs, expectations, and goals, employers are developing strategies to appeal to all. 

Scientists claim that each generation experiences things differently, based on the time in which they grew up and the experiences they encountered. As such, in order to get the best out of their people, businesses should aim to understand their unique backgrounds and perspectives. For instance, businesses need to be able to balance the expectations of Gen Z, the first true digital natives, with the preferences of others that favor face-to-face interaction over tech-driven communication, by providing opportunities for both human and technology powered connections.

2. Data-driven HR decisions

With so many solutions available, an increasing number of companies are investing in tech to make data-driven HR decisions. Streamlining hiring processes, workforce planning and employee feedback continue to be areas of focus for improvement through tech. 

The value of these tech solutions comes through the data and efficiency they offer before and after a hiring decision is made, meaning companies can hire the best candidates quickly and transition the data generated to effectively manage and measure their performance as an employee. However, in order to truly streamline that transition, companies need to invest in the tools that offer integrations with other tech platforms to seamlessly share data across different stages of the employee lifecycle. These integrations will continue to play a big part in enabling organizations globally to make smart, tech investments that lead to better hiring decisions. 

3. Understanding employer brand

The current hiring market is competitive, offering financial incentives and workplace perks are no longer enough to make one employer stand out more than any other. Attracting and retaining great employees begins with building and identifying a positive employer brand, positioning your organization as a great place to work before a potential candidate may even know you exist. Professional development and empowerment of current employees were major discussion points at our recent event in Toronto on Building a Positive Employer Brand. Our panelists’ insights were fueled by debates about the impact of understanding and meeting work-life balance expectations on developing a positive employer brand,

It’s amazing to see the HR industry continue to embrace change and move into smarter, more people-focused ways of working.

I’m looking forward to seeing what 2020 brings!

Happy New Year all!