In August, we surveyed HR practitioners and C-suite executives about the long-term future of HR. We’re compiling the results and can’t wait to share them with you in November. In the meantime, here are five questions to ask as you begin thinking about 2018.
#1) To win the talent war, do I need to start getting creative with benefits?
What makes HR pros lose sleep? According to our survey, 45% blamed the challenge of recruiting top talent for keeping them up at night. In 2018, look for progressive employers to think outside the box and offer creative perks and benefits to woo top talent. These perks look like everything from “pawternity” leave for new pet parents, expanded maternity and paternity leave, flexible and unlimited time off work arrangements and more. These perks may sound expensive, but they can be cheaper than higher salaries or traditional organizational benefit plans. It’s all about understanding what employees want and finding the right combination for you.
#2) Does my team need Learning Management Software?
Learning management software (LMS) may sound like something that’s more sophisticated than you need, but many organizations in 2018 are going to start taking a serious look. New hires need to be trained on how to do their jobs, company information needs to be shared and ongoing training may be needed for employees or clients. LMS makes these activities easier on both the employer and the employee, with automated tracking, easy-to-use interfaces and templates. Consider your organization’s training needs; are they fully met today?
#3) Does my team need to do more with data?
Are you still tracking everything in Excel? The new trend is to create graphical representations of data rather than sift through clunky spreadsheets to find what you need. You may think you don’t need a lot of insights into your company’s data, but those insights can help you solve business problems, identify inefficiencies and predict hiring trends. Whether you dip in your toe, or jump into the deep end, data can predict trends, eliminate business inefficiencies and improve your bottom line.
#4) Does the gig economy apply to my business?
The times they are a-changin. No longer is every individual interested in working 30 years for the same company. Today’s worker wants flexibility, and sometimes they’re willing to go freelance or be a contract worker to accomplish their goals. Why should it matter to your company? You may want to consider using freelance or contract workers to support your own goals—maybe you have some needs that don’t call for a full-time position. Perhaps you need to enhance parts of your staff during a busy time. This trend can be put to work for you!
#5) Is it time to reassess our performance review process?
This trend has been trending for a while; your organization may even have already adjusted its approach to performance management. The old way is doing a once-a-year assessment that’s designed to track employees’ progress against a year-long set of goals. The old way is less effective today—with businesses and regulations constantly changing, how can you be sure an employee’s job will be exactly the same in a year? Employers are encouraging more frequent touch bases with employees and the results are paying off. Increased communication helps engage employees and allows managers to understand what’s working or not working. Adjusting your view on performance management will go a long way in 2018.
Planning for the unknown is always important.
Organizations trusted Paycor to prepare them for 2017, and to offer proactive solutions and support throughout the year. We’ll do the same in 2018. If you’ve already put your trust in us, thank you. If we haven’t had the pleasure to work together yet, click here to find out why more than 30,000 companies trust us for their HR and payroll solutions.
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