7 Main HR Trends in 2017

Business dictates rules with HR trends and 2017 is not an exception. Traditional approach to HR management is underrated and decreasing effectiveness due to lack of flexibility and standardization of bureaucracy methods.

At the digital age, companies are experiencing several changes, which are set in our list of what you need to consider this year.

1.   Growth in the market of HR software

Last years’ trend overtakes HR digital: not only automatic systems are applied, but new orders of approach with employee relationship. First selection processes and even bot interview is a new reality. Further, the digitization process leads to more active usage of HR software for recruitment purposes. See our latest list of top 6 HR software

The situation with remote workers and freelancers requires software design to allocate tasks via online. Cloud-based software services are increasing in popularity mobile processes for business purposes.

2.   HR analytics – the basis for management decisions

HR analytics for performance appraisals is available not only for giant corporations with several divisions, but also for small and medium enterprises. In 2017, the amount of alternatives for HR analysis software is increasing.

Modern and progressive companies even use this type of software for competitive advantage analysis. The question of who is prior to make a decision due to analysis between employees and machinery arises because of performance and competitive advantage of working environment and perspectives in the company.

3.   Employee relationship overtakes service principles

Relationship between manager and employee becomes more close and humane. Employee is trying to apply for a position in a company that will satisfy his demands – not only financial, but more task orientation, experience, connections and social perception. Thus, management of the company tries to motivate the prospect with emotional approach, due to customer experience analogy.

B2B and B2C changes to H2H (Human to Human). The centralized customer oriented business model in HR defines that the company is buying not the CV with related experience, but the individual with professional competencies.

4.   Organizational culture transformation

Following the progress in flexible working hours and free meritocratic approach to remote workers and freelancers, organizational culture became more organic and flat with cross-functional relationship. The situation occurs even in big companies, where people need to acquire and collaborate with other departments and learn more corporate values and insight news.

Modern approach with cross-functional teams requires different organizational structure and culture. The competitiveness of this trend is designed for more open working space and HR management with progressive recruitment, evaluation, development and motivation patterns.

5.   From effective recruitment to talent management

The time has passed when professionals could easily change the job and companies were trying to get more famous specialist in the market by higher payment offer. 2017 HR trend bases on employee development and talent management. Simply, you get the talent and you make it more professional by investing in education.

The internal mentoring is increasing in time values within the company where organizational design requires more resources allocated to talent management due to recruitment risks with top-talented famous prospects. Employee value proposition is in high demand to succeed in competition in the labor market.

6.   Demand for qualified HR managers and HRDs

While companies are studying professional standards, the competition among specialists is increasing. Qualified specialists are in high value besides employees that need to be involved by HR management. Stabilized, yet flexible performance demands effective HRD methodology. Moreover, HRD needs qualification in financial and business strategic management to allocate human resources on partnership relations.

7.   HR branding revival

Human to human business model and employee experience management lead to value increase in HR branding. This approach designs talent retention in recruitment due to the company brand value. This tendency describes the need for the company to become more valuable HR brand – imagine yourself working for Apple and Microsoft. Leading employees and Facebook generation of millennial youngsters are dictating own rules in the game race of brands.

The employee, not the company, does the choice. There is no more fear on unemployment. Money has lost its value. EVP pattern (employer’s valuable proposal) is in high demand, where innovations values for motivation and involvement.

Workly as a part of HR sphere of business offer automatic software for time and attendance. Stay automatic, economize time and make HR stronger. Save own hours for trends in 2017. Make your HR a powerful tool for branding and real things.