In a major survey with human resource executives, managers, and more Forbes Magazine writer Dan Schawbel predicts 10 workplace trends expected in 2016. These are based on companies doing more with fewer resources in the midst of advances in technology and security issues arising as a result. Some challenges include the war for talent, adapting to change, and the need for workforce training. Compare and Contrast these trends and check your industry knowledge, and readiness.
- The acceptance of boomerang employees and the challenges for job seekers.
- The leadership gap will start being filled as boomers retire in numbers.
- Workplace flexibility becomes the biggest topic of conversation. Includes employees being reachable outside of office hours on their personal time. Work week up from 40 to 47 hours.
- Wearable technology (e.g. Apple watch, Fitbit) is being taken more seriously and disrupts business as usual. Wearables take advantage of our 24/7 business environment and helps workers retrieve information and be more efficient.
- Companies get serious about office design and use it as a way to increase collaboration and attract top talent.
- Obamacare takes full effect, causing premiums to surge and companies to pass more costs to employees. In order to remain profitable, companies will have to hire freelancers and remove some or all full-time workers.
- Companies figure out how to automate more jobs and modernize their workplaces at the cost of employees. But new jobs will be created.
- The first group of Generation Z will enter the workforce. They will choose work-life balance over salary, and will be seen more connected through technology.
- More professionals seek gigs instead of full-time jobs as the sharing and freelance market place expand.
- Maternity leave becomes bigger discussion as employee benefit
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Mike started his business with three friends doing what he loves …Finance! From doing what he loved, he turned his business into a multi-million dollar company extending his interests into real estate. The business subsequently grew from three friends to over 100 employees across various locations. With this rapid growth came the challenges of employee confusion about polices and processes; pay inequity; and more! Mike now begs for help from a Human Resource expert.
The Advantage of a HR Professional is to interpret specific employment laws. At its simplest level, if an employer has 15 Full Time employees it is covered by Title VII of the civil rights act; the American with Disabilities act (ADA) and the Genetic information nondiscrimination act (GINA). Expand to 20 Full-Time employees, the Age Discrimination in employment act (ADEA), and COBRA protections comes into play. Further growth to 50 Full Time employees, enter the Family & Medical leave act (FMLA).
This can be a lot for a growing small or medium sized business. It may not necessarily mean hiring a full time HR, but at least help from an external HR Consultant.
Signs that a business needs Human Resource help:
- An inability to find workers needed in a timely fashion during the recruitment process;
- Employee confusion about policies & processes;
- Rising pay inequality issues that need to be addressed.
One bad hire can cost a company more than $50,000 p.a., not to mention the potential challenges with employee morale.
A good HR Professional can help reduce risk and streamline practices. A Cost benefit analysis will help to decide if the time is right for hiring HR support.
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