New Trends in Human Resource Management
With change being the only thing constant in this world, many go through the dynamics of change that forces us to adapt. From politics to economics, to anything that delves into human affairs, there is not such a thing as “immutable.”
Unsurprisingly enough, the same is also correct about the goings-on in the human resource management. The years of 2017 and 2018 is perhaps no different as we witness some emerging trends that we did not see possible—or at least, fail to do so—in the previous years.
The baby boomers are declining
For a while, the Baby Boomers—or those born pre-World War 2 era until the 1960’s—had been the dominating leaders of the industry by numbers alone. But this supremacy was put to a reverse coming 2016 when they’re no longer make up the largest population in the workforce. It is not the Gen Xers either, but the Millennials who are taking the position.
Intuitively, there’s a perfect reason for it: many of the Baby Boomers are already reaching retirement age.
The Gen Zers are entering the workforce
With their coming of age, those born from the year 1991 onwards are slowly creeping their way into the workforce. Described as “over-supervised, coached, and constantly rewarded by their parents,” based on the author Bruce Tulgan’s research titled “Great Generational Shift,” these are people who have high expectations from everyone apart from themselves.
The challenge with this generation comes from the discrepant expectations of them by the workplace. The Gen Zers are often seen as competitive who knows how to play their game for a score.
More flexibility in the workplace
Gone are the days when workers had to follow a rigid rule in the work area. With more people putting more value to themselves, working hard—that is, operating more than 6 hours per day—is becoming less frequent.
The booming of the “shared economy.”
Freelancing is not a new trend in the business industry. But with the advent of the computer and the internet, many people in the workforce are being attracted into freelance jobs than traditional work. In fact, in America alone, as much as 55 million Americans are doing this sort of self-employment, according to Freelancing in America.
And, when getting traditional employment is getting harder than ever before, more and more people are considering going freelance for a source of income to sustain a living or build a solid career.
More jobs for select talents
The tight labor market may sound positive for more people—that is, there are many open jobs than there are workers. But that is only so for the select people who had the right set of skills for the available jobs. With more and more companies vying to get the “best talents” in the resource pool, good paying jobs are becoming harder to attain for most people.
Growing issue about raises versus bonuses
Getting an annual as an increment from the base pay has always been a motivating factor for most employees to stick to their company for long. But more companies are now choosing the wiser route by offering performance-based bonuses instead of annual merit raise.
Many working parents realize that, apart from their duties at work, they also must perform at home, too. When an additional member of the family had already been introduced, both the mother and the father are entitled to paid leave.
While there is not a universal rule about the magnitude of the paternity and maternity leave, some companies are choosing to become generous with their employees by offering a 12-week paid leave to both working mom and pop. Others, however, may put more importance towards the mother employee by providing a more generous rate than a father employee.
Issues for compliance
When more workers are demanding a fairer work environment, workplace compliance makes for an inevitable change for the years 2017 and 2018. For instance, in the United States, there is the so-called Fair Labor Standards Act which clarifies on the requirements for overtime, exemption or non-exemption.
Other noteworthy changes conforming to a rule includes an issue about Paid Time Off, Equal Pay, Affordable Care Act, and Immigration.
Headhunting for passive candidates
Today’s headhunters are no longer just sifting through stacks and stacks of resume searching for the ideal candidate on a particular job. They are now also taking the initiative of finding “passive candidates” by tapping on today’s technology such as the use of the social media and the internet.
Having a member of your workforce working remotely from the office is no longer a new thing—at least, not in the United States. Having people on your payroll telecommuting is a perk which appeals to individual workers.
One significant advantage of being a remote worker is that the need to traverse distances to get to the office is nullified—which also means fewer expenses on travel cost—and that working from literally elsewhere with an internet connection is possible.
Many headhunters employ a set of requirements which gauges whether a person is suitable or not for a particular job. Often, a person is judged based on specific parameters such as age, sex, educational background, etc.
While this had been effective in rooting out the unsuitable from the ideal candidates, this also had one major flaw: it removes out hidden gems in the roster who are not necessarily perfectly-defined by their demographic data.
By cutting away on the parameters, a candidate is judged based solely on sheer abilities and the achievements he may have attained across his career.
Making the hiring process to be as engaging as possible did not become fun until the introduction of the so-called “gamification.” Through this technique, a person is gauged based on critical skill set and cognitive ability while making the process amusing all throughout.