With technology becoming further ingrained in our lives and our work habits, the nature of work is changing and our traditional HR practices are at risk of getting left behind. At Future Knowledge, we pride ourselves on staying on top of the latest trends and information impacting the face of work. In our conversations with business leaders and industry influencers, we have noted some key points resonating with those managers looking to navigate through this process.

Unified talent management

One of the key trends evolving now is the concept of unified talent management. This refers to the idea that HR needs to break out of the traditional silo approach and look at the holistic lifecycle of an employee.

A parallel can be drawn with consumer businesses that focus on the customer lifecycle. The aim of the customer lifecycle is to generate repeat customers who leave with a good feeling about the business and have a strong desire to return. HR should focus on the same aim to generate greater employee engagement and improve their reputation as an employer of choice.

HR needs to change

Currently in business there is a shift towards greater process automation. Now is the time for HR managers to closely connect with business goals and play an outcome focused role. HR managers should embrace the use of data analysis to inform smart decision-making.

Shifting work environment

Research has discovered that an average person checks their smartphone 150 times a day! This causes a very convoluted lifestyle where we are constantly bombarded with information leading to what is known as the overwhelmed employee – something I know I’ve experienced before.

HR managers need to simplify complicated processes and information to cut through the noise and engage employees. The business can then achieve a more effective outcome as communication is improved between employees.

Performance management in the future

Performance management has always been a tricky process to get right. Often when employees are worried about generating a specific performance rating, and are constantly watching the numbers, it can result in lower engagement and performance.

It’s time for performance management to evolve to better measure the relationship between employees and managers, and move away from figures. If you really want to push boundaries why not look at ways to do this in real-time with immediate results to generate more of a feedback mechanism.

The time is now for HR teams to take a greater stake in the direction of the business and look at employee engagement from a more holistic perspective. With new technology on offer to enhance processes, if you’re not already exploring the opportunity this brings you could run the risk of being left behind!

To see more of our insights into how the nature of work is changing watch our video ‘Key themes from day one of Cornerstone Convergence’.