The Future Is Now And HR Should Be Ready


Future of Work


Technology’s moving faster than ever and sometimes it’s hard to keep up. The future is now and HR should be ready, here’s some things to prepare for.

Recruitment’s becoming a ‘buyers market’

buyers-marketRecruitment will become as much a ‘buyers market’ as a ‘sellers’ one. Top talent will choose where they work and who for. Brands will have to prove that they offer the environment and culture that beats the competition or risk losing the best applicants.
Ensuring that employees have access to benefits that are useful in the real world is key.

It’s not just the official benefits which employers offer that’s important. The way in which a business operates and how it treats its employees are elements that are just as important to potential applicants.

Remote workforces on the increase

Mobile devices are part of life now, a big part. On average we look at our devices 110 times per day in the UK, that’s every 8 minutes!

Enabling productivity, creativity and collaboration through mobile devices could be the difference between success and failure of a business.

The ability to work on the move and make use of time that used to be wasted, such as the commute, are important for the success of employees and employers alike.
Working from home is an increasingly popular and expected offering from any brand and shouldn’t form a barrier to productivity, collaboration or communication.

Wellbeing’s a priority

exercise-at-workWe all know the dangers of sitting all day, getting stressed about work or how the lack of exercise has a negative effect on our minds as well as our bodies. Staying healthy at work isn’t just the sole responsibility of individuals, it’s also down to the employer to ensure their employees are encouraged to maintain a healthy body and mind.

Encouraging exercise and a healthy workplace will improve productivity, reduce absence (and the associated costs) and increase employee engagement. Wellness initiatives, gym memberships and a health conscious office are all things that should be part of a brands offering to its workforce.

Social business the norm

Most brands have a social presence but not many take social channels as seriously as they should. Social media shouldn’t just be a tick in a box for Marketing departments. Customer care, support, marketing and brand advocacy are all areas of a business that, if done right, will benefit greatly from a carefully planned and executed social media strategy.

Support through social media, especially Twitter, is now seen as a standard channel by which to communicate with brands. Instant replies, being able to send media as well as text and remote access are all readily available tools to businesses and should be utilised to improve their service.

Everyone’s a brand advocate

Companies need to remember that anyone who interacts with a brand is a potential advocate, whether an employee, a customer or even someone that simply follows your businesses updates on Twitter. Say and do the right things and the positive word will spread, say or do the wrong things and a great deal of damage can be done through word of mouth.

Businesses now need to treat everyone they interact with, whether a customer or not, as a brand advocate or risk negative press through social media, industry forums, word of mouth or review sites.

Technology’s being worn

wearable-techWearable tech is just starting to take hold and companies such as Apple and Samsung are investing heavily in this form of device.
The application of such devices is still in the early stages but employee fitness, location tracking and communication are some of the benefits to businesses and employees.

Wearable cameras that capture every minute of an employees day could become more common. This will force the issue of policies regarding such recording equipment in the workplace.

Utilising wearable fitness tech, such as the Fuelband, is one way that brands can encourage and track employee health and exercise initiatives. Using the data captured, incentives can be given to employees that perform particularly well, rewarding them for their efforts.

Useful data doesn’t have to be ‘big’

Data analysis isn’t just important when you have petabytes of information to process. Small businesses will still need to be able to report and act on the data held within their HR system, using it to drive improvements to process and the way the business completes projects.

If HR want a more strategic and influential roll in business decisions then they need the ability to capture and use its people data, however much of it there is.
The vast majority of businesses in the UK aren’t multinationals that have inordinate amounts of data that require ‘big data solutions’.

The vast majority of companies are of medium size and simply need a great solution that allows them to make sense of their data.