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.
1. Corporate security and privacy will be a topic of conversation. I’d like to think security and privacy are already a part of HR, but with the recent Sony security breach, it will rise to a whole new level. Employees and candidates will want to know what companies are doing to keep their information safe. Human resources will start proactively telling candidates and employees how their personal information will be kept secure. And look for companies to revise their standard “your personnel file is company property” policies to include security and privacy measures.
2. Industry branding and profession branding will emerge. We already have consumer branding and employment branding. This level of branding will address what it’s like to work in a particular industry or a specific profession. Examples would be health care careers or human resources careers. These branding efforts will come from industry groups and professional associations. As the labor market gets tougher, these branding efforts will be necessary and welcomed to encourage people to pursue careers in a particular field.
3. A retirement crisis awaits us. We’ve all heard the numbers – 10,000 people are retiring each day and we don’t have the talent to replace them. Companies are not prepared for individuals to leave. They don’t have a knowledge transfer strategy in place. Or a succession plan. But, that’s just one facet of the retirement crisis ahead. The other is that people are not prepared for retirement. They haven’t saved enough money. According to AARP, almost 20 million households with workers 45 to 64 have no retirement savings. It’s impossible to look at these two dynamics independently. This isn’t a simple issue and it doesn’t have a one-size fits all solution.
My guess is human resources departments are already hearing about these challenges in some form or fashion. In 2015, expect to hear more. A lot more. I wouldn’t be surprised if HR isn’t asked to start building these dynamics into the talent strategy.
What do you think? Will these predictions be a part of your 2015 agenda?
Photo courtesy of Sharlyn Lauby.