By harnessing data-driven insights, you can make people feel valued, attract the best talent and achieve real change in the workplace.

In my previous series on empowering the future workforce with intelligent technologies, I spoke about the challenges of change and how organizations need a shift in mindset to achieve real transformation.

But changing the way people have been thinking about work for most of their lives is not an easy task. In this series, I am taking a different approach to change: I want to show you how to use data-driven insights to know, understand and reshape your workforce—to pivot them and your organisation to the new.

But first, let’s look at why it is important to understand your employees by understanding the trends that are reshaping the future of HR and the workforce.

10 trends reshaping the future of HR

  1. Tapping skills anywhere, anytime

With widening skill gaps, HR will need to access critical skills on demand, when and where they’re needed.

  1. Managing your people as a workforce of one

HR will need to treat each employee individually, with customized HR and talent-management solutions.

  1. The rise of the adaptive workforce

HR’s mission and mandate will evolve to enable it to maximize the strategic value of the extended workforce.

  1. Digital radically disrupts HR

A range of technologies are transforming how people carry out their work, how HR supports employees and how the organization collaborates.

  1. Reconfiguring the global talent landscape

HR will transform to adapt to a more global world, match talent with tasks in various locations, and support mobile workforces across geographic barriers.

  1. Social media drives the democratization of work knowledge

Workers will harness social media to collaborate, radically disrupting organizational structures, hierarchies and job titles.

  1. Talent management meets the science of human behavior

Scientific insights and analytics will provide HR with new tools to drive workforce performance.

  1. HR drives the agile organization

HR will play a critical role in enabling companies to adapt to changing business conditions.

  1. HR must navigate risk and privacy in a more complex world

HR will need to adopt risk-management strategies covering everything from confidential data to the turnover of talent.

  1. HR expands its reach to deliver seamless employee experiences

HR will evolve from a stand-alone function to one that spans disciplines and boundaries to deliver cross-functional, holistic employee experiences.

The race for top talent is on

In the face of the changing HR landscape, businesses are competing for top talent with hot skills as well as employee loyalty. Companies must become employer brands to attract and retain the best talent. How can you achieve this?

Karmarama’s highly emotive recruitment campaign to motivate people to join the British Army is an excellent example of how to build an employer brand. The campaign aims to break down stereotypes of what it means to be a soldier while showing the human benefit of joining the army—with a powerful call to action: Find where you belong. It was named Campaign of the Year at the Recruitment Marketing Awards in 2017 and is one of the most talked about promotional campaigns in military circles worldwide[1].

Delivering a great employee experience is critical to attracting and retaining top talent. Accenture’s recent Employee Experience Reimagined report shows that 51 percent of business leaders plan to create individualized employee experiences comparable to consumer experiences. But how do you know what your employees want from their work experience?

Four trends reshaping the future workforce

  1. Talent expects hyper-personalization

Workers are demanding tailored talent practices and consumer-grade worker experiences. Talent expects resources, development and advancement opportunities to be aligned with their professional and personal goals.

  1. Money isn’t the only currency, especially for younger workers

People want more than a paycheck; they want flexibility, autonomy and learning opportunities. The largest workforce group—millennials—values engagement, quality of life and status. They will shop around for jobs that best align with their needs and lives.

  1. The workforce is becoming liquid

Companies are moving towards working in ecosystems and the workforce is becoming more adaptive, consisting of members across internal and external ecosystems. Future workforces will consist of full-time workers as well as contingency or freelance workers. Sixty-seven percent of workers want to pursue self-employment or freelance opportunities in the future. Leaders in the US anticipate that by 2023, 50 percent of their workforce will include independent contractors or temporary positions. By 2025, 75 percent of the world’s workforce will be millennials, who place high value on flexibility, trust and the freedom to work remotely.

  1. Technology is an enabler

One thing is clear: employees want personalized experiences and they want technology to improve how they work. Organizations, at the same time, want to boost performance and get the most out of their people. What if you could use machines and data to do both—to boost performance and bring the human element back into HR?

In my next post, I’ll look at how to use data-driven insights to track and remove the guesswork from employee engagement and performance. Until then, have a look at these resources for more insight:

To find out more about digital HR in financial services or to join us at the Change Directors Forum and People Innovation Forum in London, please contact me here or on Twitter @knott_nic.

For more information on how to manage change with data-driven insights, contact Jasmine Zivari.

[1] Karmarama was acquired by Accenture in November 2016.

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