10 HR Trends for the Year 2015

Deloitte recently unveiled its Global Human Capital Trends 2015 report, outlining the trends HR can expect to see – and handle – in the coming year. Authors of the report highlighted ten trends which are “reshaping the nature of work and the ways organisations approach talent management”.

Leadership: Why a perennial issue?

According to the report, companies are struggling with leadership development at all levels, leading many employers to invest in new and accelerated models.

Creating excellent leaders remains highly important, ranking as the second biggest priority for HR in this year’s survey. However, while almost 90% of respondents cited it as either “important” or “very important”, the findings also suggested that organisations have made little or no progress since last year: the capability gap for developing leaders has widened in every global region.

Learning and development: Into the spotlight

Companies will need to be actively exploring new approaches to learning and development as they confront increasing skills gaps, the report said.

The need to transform and accelerate corporate learning was this year’s third most important challenge to HR, with the number of companies rating Learning and Development (L&D) as “very important” tripling over the past year. But while the importance of the issue increased, HR’s readiness to handle it weakened – just 40% of respondents said that their organisation was prepared for L&D in 2015, compared to 75% last year.

Culture and engagement: The naked organization

Organisations are continuing to recognise the need to focus on corporate culture and dramatically improving employee engagement as 2015 threatens to bring a crisis in engagement and retention.

Deloitte’s researchers found that this year, culture and engagement were rated the most important issue overall, replacing leadership as the top priority. This highlights the need for leaders to gain a clear understanding of their company’s culture, and re-examine every HR and talent program as a way to engage and empower their people.

Workforce on demand: Are you ready?

All aspects of the workforce are being managed sophisticatedly, including the hourly, contingent and contract workforces within organisations.

Eighty per cent of respondents said workforce capability would be an important issue in 2015, indicating that the demand for skills will drive a trend towards greater use of hourly, contingent and contract workers. It is important that employers who choose this option have the right processes, policies and tools in place so that they can source, evaluate and reward non-traditional talent within their organisations.

Read the complete article online at: http://www.hcamag.com/hr-news/10-hr-trends-for-2015-198159.aspx

Questions we would like job applicants to ask

What distinguishes one applicant above the rest is in their ability to ask the questions that can draw the recruiter or HR manager into the conversation. While most of the questions that we hear from job seekers are revolved around compensation and position that they are being offered; though these are very important questions but these are not the only questions that should matter to a job seeker. For these questions are centered on “you” and might show that you are only interested in getting the job rather the job itself.
Following are the 5 questions that you should ask your recruiter or HR manager at the time of hiring to enable yourself to learn more about the profile of work and genuinely care for the role that you are being considered for employment:

1. How am I being useful to the company?

No matter what your position is in the company, you are being hired to help the company in reaching its objectives. You should be aware of your usefulness to the company and where you fit in the picture. This helps you understand your role and also the responsibilities that you are being entrusted upon and how they are aligned with companies goals.

2. Colleagues background

You would be spending a great deal of time with your colleagues and they would definitely impact your own working; it’s important to know their background. This also indicates to the recruiter that you are team player and cares to know about your colleagues. A definite Plus!

3. Company’s Culture?

Different companies have different cultures. Some companies have a more orthodox culture (especially real estate, medical) and some might have a complete modern culture (generally technological companies). You need to be aware about this as it might play an important role after a point of time in your new job.

4. Skills that interests the employer the most

If you are being called upon for an interview, the chances are pretty high that your resume has already been screened and you are being called for the interview only because you had mentioned that right skills that the employer is looking for. By asking the skills that interest the employer most would give direction to the positives of your resume and also providing you the relevant information as what is expected out of you.

5. Country background and how different it is from your home country

If you are going for an international placement where you would be out of country for a considerable time then this is an important question; if you have never been to the said country. This also helps the recruiter to brief you about the countries customs and if you would be able to adjust to it. This question also connects to the recruiter as he/she might understand that you are seriously considering about the job.

Above are the 5 questions that you should generally ask not only to create a great impression but also it would help you in understanding if the job is right for you or not. For there is more to job then pay and position.