Higher level of retention and attraction of talent
Employee engagement which was the buzz in 2014 will continue to 2015, but with more complexity. Workforces are shifting around and organisations are looking for ways to engage in different demographics from Millennials to Baby Boomers. According to studies, Millennials are becoming very popular in organsiations around the world and some of them are already in management positions. In short, what all of this means is that one size does not fit all. For example, Millennials tend to care about maintaining a healthy work-life balance whilst Baby Boomers care more about health insurance and benefits. Due to this, organisations have to take a few steps back and evaluate how they motivate their employees, evaluate their health benefits and see if employee needs are met and update models of productivity to ensure that the organisation stays competitive and innovative. In order to do this successfully, generations of employees need to be looked into and taken care of according to preferences.
The upside that all companies have is that employees are not really motivated by only an increase in their salaries. They now prefer being part of a competitive organisation with a good culture and have their preferred benefits and rewards programs making them feel like they are a valued employees of the organisation.
The impact of mobile on HR
Mobile has made a massive impact on how employees work today, as they have become highly dependent on mobile devices and their applications. Smartphones are forever in the hands of every employee for majority of their working periods. It provides employees the benefit of working from wherever they are, especially employees with kids and frequent business travelers. However, for the year 2015, the real impact that mobile devices will have on organisations is having the ability to contact employees whenever and the incorporation of benefits and rewards programs into an employee’s everyday life.
According to research studies, the year 2015 will be the year where sales of mobile device will reach 1.95 billion (70% being smartphones). The smartphone market will continue to surpass laptops and PCs. Mobile Human Resource software allows employees to access benefits and rewards packages from anywhere. They are given the ability to check on their absence and vacation days and what their health benefits are like.
An added influence on this trend is the rapid increase in Millennials, which is the generation that does not let their smartphone out of sight. This forces organisations to adapt to the generation by creating mobile optimized software so that employees can ensure they are up to date with their benefits and rewards programs.
Big data and HR
With the start of 2015, there will be a greater emphasis on data projections and analytics when HR processes need to be carried out. Organisations are increasingly looking to big data in order to understand employee interactions and productivity. From observing new employees and how they adapt to organisation processes to identifying areas that need to be improved, analytics will be widely used to identify negativities and streamlining workflows.
Having the ability to see when and at what times employees are most productive allow management teams to set internal deadlines for immediately after that time, to ensure that projects are completed efficiently and on time. Having the ability to track performance changes after a training program makes it clear that these devices have the potential to optimize workflows and easily track employee productivity.
The bottom line
It is not quite a surprise that technological advancements will be common in 2015. However, what is interesting is how these changes and advancements will be adopted by the existing and up and coming organisations. Those who decide to adapt these advancements will gain positive responses from their workforce.