Employers that have moved their core transactional HR functions, such as payroll, to cloud-based software-as-a-service (SAAS) do so for greater organizational agility and potential cost-savings. This shift, though, requires a change in mindset that many “undervalue and oversimplify,” according to a new report.
Wow, that was a long post title. Sorry. The post won't be that long at all, trust me.
All I want you to do is look at two charts and then draw your own conclusions about the significance, if any.
The first, courtesy of the world's largest professional network, LinkedIn, who published some data they call 'The 25 Hottest Skills That Got People Hired in 2014', (from an analysis of member skills, employment changes, and recruiter interest on LinkedIn).
I know some people groan at annual predictions and trends posts, but I must admit, I enjoy them. When I see trends that I agree with, it helps confirm my thinking. On the other hand, when I see trends I don’t, it makes me take notice.
So when SHRM asked me for my predictions of “what’s hot and what’s not” for the upcoming year, I was honored to oblige. Here are three business trends that I see having an impact on human resources in 2015.
This weekend I had to get my HR Nerd on and go see The Hobbit: Battle of the Five Armies. It was phenomenal and you should absolutely see it in the theater for the best experience. You may not be a Middle-Earth/Lord of the Rings fan, but I think the movies did a great job capturing the essence of the books that I have read multiple times.
California’s Division of Labor Standards Enforcement (DLSE) has published a poster and wage notice for employers to use in compliance with Assembly Bill (AB) 1522, California’s new mandatory sick pay law.
On Sept. 10, 2014, Gov. Jerry Brown signed the Healthy Workplaces, Healthy Families Act of 2014. The act requires California employers to provide employees with one hour of paid sick leave for every 30 hours worked starting on July 1, 2015. The act also required the DLSE to create a poster and updated wage notice for employees.
Since 2006, California law has required all employers of 50 or more who conduct business in the state to provide at least two hours of interactive training and education regarding sexual harassment to all supervisory employees. That training is required at least once every two years and must be conducted by qualified trainers, defined by law and including attorneys who meet specific criteria. New supervisors and new hires in supervisory positions have to be trained within six months of assuming a supervisory position. The content of that training is specified by law.
Encourage vaccines, antiviral meds; ensure technology support for working at home
Because this year’s flu vaccine is not as effective against a current, mutated strain of the influenza virus, employers may be wondering if they should take extra precautions to keep their workers healthy.
Job opportunities in human resources have improved in the past year, and that may explain why the majority of HR professionals say they are confident they could land a new job in their field if needed, according to the Society for Human Resource Management’s HR Jobs Pulse Survey.
Dear SHRM Member,
As the end of another year draws near, I wanted to take this opportunity to extend my warmest wishes and thank you again for being a part of SHRM.
HR should prepare now for the influx of wearable technologies—before they’re undetectable
By 2018, 95 percent of people will connect to the Internet from a smart device—and HR might not be prepared to handle what some are calling the Internet of Things (or the Internet of Everything) and its impact on the workplace.
The November 2014 midterm elections brought significant changes to the leadership of Congress that will undoubtedly impact the workplace. When the 114th Congress—one of the most diverse in history—convenes in January, new leaders in both chambers will move forward with issues that will impact HR professionals.
As corporate health exchanges evolve, there are more factors to weigh
We are in a dynamic, exciting, and yet constantly changing workplace environment. As the techie generations – Gen X and millennials – establish themselves into the workplace, they also bring about change.
Now think about the shift from typewriter to desktop computer to laptop to tablet. Each of these technology evolutions changed how we did business. Fast-forward to a world where everyone is receiving information at a rapid rate and add to the mix an increase in healthcare costs and wellness advocacy.
Recent labor market sentiments have frequently mirrored observers’ opinions of the U.S. economy as a whole. Every good report seems to come with a caveat:
We are in the midst of a stretch of job growth not seen since the 1930s, according to federal data. Yet millions of people remain out of work.
Design educational partnerships to achieve the employer’s goals and objectives
As some large U.S. companies announce partnerships with educational institutions to give their employees access to free or discounted degree programs, other employers are watching closely.
We tend to segment our organizations: by generation, by department, by location, by tenure.
U.S. employers should take the lead in defining their labor needs and nurturing talent to fill key jobs, bridging the gap between millions of jobless Americans and industries that are suffering a chronic shortage of skilled workers, a new report recommends.
School board’s decision to take the ‘religious’ out of all holidays raises questions for the workplace
It’s beginning to look a lot like … a nondenominational holiday.
This time of year, employers struggle with what to call holidays and how to celebrate them without offending workers or running afoul of the law.
Everyone who works with people is realizing that the old autocratic method of leadership simply doesn't work. The way to win is to build a great team.
Atheists, Muslims and other employees who don’t celebrate Christmas often feel left out amid the workplace holiday parties and department-decorating contests. How can employers create a spirit of celebration while remaining sensitive to the needs of all workers?
“It’s fine to have a holiday party,” said employment attorney Doug Kauffman, a partner with Balch and Bingham LLP in Birmingham, Ala. “You have to be careful not to water down the season just to be politically correct or sensitive to those who don’t celebrate.”
"Today’s world is enormously complex and more interdependent than at any time in history. Organizations are confronting global issues they have never faced before. To be effective, the leaders of tomorrow must be able to collaborate while navigating cultural, regional and political differences.”[1]
- SHRM Foundation
On December 10, SHRM @weknownext chatted with Eric B. Meyer (@Eric_B_Meyer) about HR's 2014 Performance Review.
In case you missed it, here are all the great tweets from the chat:
Yogi Berra, the former New York Yankee baseball player known for his pithy comments and witticisms, could have been talking to HR leaders about talent analytics when he coined this phrase. Today, talent analytics is, or should be, at the heart of your talent management solution.
Talent analytics and organizational success
Depression could be having a larger negative impact on worker productivity than most employers might realize, according to a new survey conducted by the Employers Health Coalition.
Nearly a quarter (23 percent) of the respondents to the coalition’s Impact of Depression at Work Audit (IDeA) reported that they had been diagnosed with depression at some point in their lifetime, and approximately 40 percent of those survey participants said that they had taken time off work to deal with their condition.
Please join the SHRM Young Professional Advisory Council (YPAC) for the monthly #SHRMYP Twitterchat at 12 p.m. CST on December 18.
Anything you can do, I can do better. That could very easily be the subtitle of a new report put out by The Hackett Group that highlights what differentiates world-class human resource organizations from their peers—or their wannabe peers.
World-class HR organizations are those that are among the top quartile of companies in both efficiency and effectiveness, according to The Hackett Group's benchmarking methodology.
Having worked with many Hiring managers across different functions I have seen that most of them, especially new managers are not comfortable in interviewing candidates. Bringing the best people onto the team was always on top of their mind, yet not having the key talent assessment skills gets them in trouble in establishing the best team.
For the past two years we’ve hosted a December #Nextchat titled “HR’s Performance Review” with special guest Eric B. Meyer, and it has been so popular that we’ve decided to make it an annual tradition.
In 2014, the HR profession continued to keep up with changes in employment law, technology and social communication.
As a frequent speaker on workforce analytics at HR conferences, I often start with a confession to the audience: I was formerly a vice president of finance and CFO.
In that role, I explain, I worked closely with HR in much the same way that finance professionals likely collaborate with HR professionals in most organizations. I would listen politely to HR’s requests for resources to invest in staff, systems or training. And then I would say “no.”
I find it useful to look back prior to looking ahead in some instances. How well I remember 2010-2012 when the economy was soft and employers had the upper hand in controlling the market for job seekers. It was a tough time and many companies did a great job of protecting their human capital assets when the going got rough. Many employees were afraid to lift their head and look at outside opportunities. Everyone was risk averse and getting people to move was difficulty, if not impossible.
EEOC and courts have protected transgender employees against discrimination
Cases involving the firing, suspension or harassing of transgender teachers have made national news in recent years, raising the issue of how to handle a teacher’s contract if parents create an uproar over an instructor’s transgender status.
There is one HR event I would like every CEO to attend: SHRM’s Volunteer Leaders’ Summit, an annual meeting of our most active and engaged volunteers. Representing over 600 chapters and state councils across the country, these dedicated individuals provide local programming, networking and professional development. They are passionate about our profession, and they understand that HR must drive business outcomes.
On December 3, SHRM @weknownext chatted with Chris Lavoie (@TopRecruiterTV) and Rayanne Thorne (@Ray_Anne) about The Movement.
In case you missed it, here are all the great tweets from the chat:
Every week seems to bring a new round of data breaches and cybersecurity threats to employers, and lately much attention has been focused on the internal threats posed by employees. Even though these internal threats have become a red-hot topic, several cybersecurity experts agreed that the issue is nothing new and that it’s just heightened awareness that has brought the problem to the forefront.
There is a seismic shift happening within our workplaces and within the world of HR. The workforce and workplace are changing as rapidly as the technology that runs them, and the HR profession has found that the legacy way of doing things no longer applies in the new world of work.
Social communication is the new key driver of change, and Millennials are using it to forge new models of leadership and to change the way work is accomplished in organizations.
For the past two years, I have told you the story about the "Jewish Guy Who Wears a Chai." I am retelling the final version of the story this year, but with some additional information. Here we go!
You walk into your building, and you see that holiday decorations are everywhere. You pass by a beautiful pine Christmas tree elegantly decorated. A co-worker responds: “The tree is inappropriate to the workplace.”
It’s the holidays, and employers naturally want to reward workers with a party: some finger food, alcoholic drinks, festive decorations and a chance to unwind with co-workers.
What could go wrong?
A lot, if HR managers don’t properly plan.
The elections last month made it clear that the Halls of Congress will look a little different in January 2015. Republicans gained seats in the House of Representatives, retaining control in that chamber with a historic margin, and took control of the U.S. Senate. Republicans also saw gubernatorial pickups, in Illinois, Maryland, Massachusetts and Florida.
By 2017, most plan to add surcharges or exclude spouses when coverage available elsewhere
The Magic of Technology meets the Shortage of Qualified Workers
The U.S. Bureau of Labor Statistics estimates that “between 2012 and 2022, 1.3 million jobs will need to be filled - from new jobs and replacement needs - for computer occupations and information systems managers.”
