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.
Glocalization continued to climb in importance as organizations looked for ways to modify their employment brand to accommodate for regional and global customs and cultural differences.
There was also an increased emphasis on adding unique benefits offerings to make up for cuts in health care spending.
HR pros also bucked the big data concept in exchange for “small data” that is more easily gathered, analyzed and shared with chief executives to improve the bottom line.
More organizations created mobile apps for everything from employee self-service to job postings and online applications, and the actual sourcing of talent – while still important – took a back seat to sealing the deal with an ever-increasing emphasis on employer branding and on retention (stay interviews).
As we enter the home stretch of 2014, @WeKnowNext wants to hear from you. What trended in your HR world? We want to know all about the brilliant ideas you implemented to become totally effective, completely strategic, and to positively affect your organization’s bottom line. What worked? What didn’t? What kept you up at night? What did you learn that inspired you?
Q1. What worked well for the HR profession – and for you and your HR departments in 2014?
Q2. What were the greatest challenges for HR professionals in 2014? What kept YOU up at night?
Q3. How did you or your HR department use social media to accomplish goals in 2014?
Q4. What social media lessons (the good, the bad and the ugly) did you learn in 2014?
Q5. What technology did you implement in 2014 that significantly increased the productivity/effectiveness of your HR department?
Q6. How did you modify your employer brand in 2014 to keep up with workplace and workforce trends?
Q7. How did you use/modify data and analytics in 2014 to show HR's ROI and KPI – and what data did your CEO value most?
Q8. What unique benefits or workplace wellness programs and incentives did you add in 2014?
Q9. What’s the most important “HR lesson” you learned in 2014 and how will it change your plans for 2015?