As the year goes into it's second half, it can be beneficial to review your HR management practices, your performance, and your department's needs and accomplishments from the previous year. In addition, it is also beneficial to look ahead at the changes and trends that will directly impact your performance going into the next year.
Technology is constantly changing and evolving, as are the best tools available for human resource management. And we know that tax laws and regulations regarding payroll tax filing and payroll management changes with each calendar year, as well.
But other changes can impact the functionality and efficiency of HR management practices in ways that are harder to identify or recognize.
The Evolving World of HR Management Practices
Here are five shifts that will make a significant difference in how your HR department operates in 2015:
1. The future is in the Cloud
According to a recent article, "Adopting cloud based HR solutions, staff become empowered – as they have instant access to the applications and resources through their smart phone or laptop. These self-service aspects, mean employees can view and amend their personal details reducing the time spent keeping data up-to-date."
In addition, the article noted that using cloud-based solutions, "can simplify work flows, reduce absence costs and improve the way information is reported, enabling HR staff to delegate their time much more proactively on supporting the development and growth of the company."
The greatest benefit, of course, is efficiency and increased time-effectiveness. However, cost savings also play into the equation as moving your HR processes to the cloud gives your company greater agility. You can make use of the latest technology without making major changes to your infrastructure and incurring the costs that go with it.
2. Remote employees create a need for a global approach
Human resources is going global as businesses continue on a the trend of contingent employment as well as remote employment. Currently, almost 35% of workers in the United States are “contingent” employees, that is, freelance, temporary, part-time, or independent contractors. And according to a recent Fortune magazine report that figure is expected to rise to 40% or 50%.
In today's employment economy, talent is where you find it, and that isn't always here at home or even in your own country. Whether it is simply an employee living and working remotely in another state, or a long-term contractor residing in another nation, the prospect of remote employees is increasingly becoming a reality for a growing number of businesses.
This entails not only the payroll and compliance issues involved, but the talent search tools, the recruiting and actual hiring methods needed. A global perspective means expanding your search for a global reach. This will mean Increasing your company's presence on worldwide networks and social communities, as well as making use of global talent sites and recruiting forums.
3. Employee culture and demographics are changing
The so-called "Millennials" - the generation who reached adulthood around 15 years ago - a making up the bulk of new and mid-range employees today. Because of the cultural and demographic shift they represent, employers and managers must adapt.
According to author and CEO Meghan M. Biro, "Today many more workers expect 24/7 workplace flexibility. They want transparency even before they apply for a job. They want to be engaged, to be challenged, and to be able to acquire new skill sets and competencies whenever and wherever."
What this means for employers is that they need to help employees stay satisfied in their work by ensuring that they feel integral to the organization and an active member of the culture. flexibility, innovation, and openness to change are required not only to attract, but to retain an emerging new generation of workers.Biro goes on to say that, "Truly recognizing employee potential is critical – a pat on the back is not enough."
4. The growing use Social Media as a tool
Ironically, despite the recent backlash against allowing social media use in the workplace, social technologies are becoming for HR. The benefits of being able to connect on a variety of networks, to broadcast relevant information to targeted recipients, and to provide a flexible and fast means to communicate, are immeasurable.
The potential for both internal use, as well as connecting and integrating an organization with the outside world is tremendous. Instead of developing policies for policing the access to social media, enlightened and agile companies are developing strategies for harnessing the vast power and reach of social media.
5. Using video in HR management practices
The use of video technology in recruiting and hiring is a growing reality in the HR world. In a recent study:
- 47 percent of organizations surveyed use video for two-way interviews.
- 37 percent use informational and instructional videos about specific jobs and job types.
- 15 percent already use recorded video questionnaires.
- And 55 percent or organizations plan to increase the use of video in talent-based acquisition.
Video technology benefits both job candidates and employers in a number of ways. For new hires, all onboarding functions can be video compatible.For recruiting processes, using video for relevant content to the company careers site can be an engaging and powerful way to attract candidates. Video offers a variety of employee-centric uses, and an in-house platform for providing company content and information,as well.
Align Your Own HR Management Practices
One of the new roles of the HR manager is that of being a bellwether of change. Staying informed and up-to-date not only of regulatory and legislative changes, but of the social and technological shifts that spell opportunity for a business.
In addition to a growing and demanding role in recruiting, hiring, and continually training employees, the HR staff will still be responsible for every other function they are typically tasked with such as payroll management, tax filings, employee records compliance, and so forth.
Considering alternatives such as outsourcing is increasingly becoming a cost-effective and strategic option. Accuchex can help you in managing your HR needs, payroll processes, and staying on top of compliance demands. Get your Free Download: Payroll Outsourcing Guide to help you make an informed decision or call Accuchex Payroll Management Services at 877-422-2824.