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Then be mindful of how people use technology in their day-to-day lives and how they’ll expect to use that technology at work.
And be innovative, inclusive and engaging—especially if you want to attract and keep what is now the biggest demographic in the workplace: Millennials.
Predictions for 2016: A Bold New World of Talent, Learning, Leadership and HR Technology Ahead, a new report from consultancy Bersin by Deloitte, encourages HR leaders to focus on daring, inventive HR strategies that can help improve the bottom line.
What was the report’s most surprising discovery?
“The impact of the generational change and diversity,” said Josh Bersin, principal of Bersin by Deloitte. In an interview with
SHRM Online, Bersin said, “The people that are in the workforce now in their 20s and 30s are looking at work in a totally different way. Their values, expectations and experiences are different. They are going to be running companies” and they will expect diversity.
Bersin said HR professionals will need to be vigilant of this and be aware of being more inclusive of everyone. “It’s imperative for HR people to figure out how to frame diversity and inclusion without being political so that [those two issues] are part of their company’s culture” in order to attract and retain Millennials.
With good reason: more than one in three American workers today are Millennials (people born between 1982 and 2000), according to data from the U.S. Census Bureau.
Consultancy PricewaterhouseCoopers predicts that in four short years—by 2020—Millennials will make up 50 percent of the global workplace.
The report also touched on ways HR professionals can improve their companies’ finances. They include “harnessing technology and transparency to improve employee engagement; leveraging analytics to attract and retain employees; developing great leaders; … [and] championing diversity and inclusion.”
10 Predictions for HR Technology in 2016
The Deloitte report forecast the following trends:
HR will need to be more vigilant about using new technologies to analyze data, but that too is improving, Bersin said. According to the Sierra Cedar 2015–2016 HR Systems Survey published late last year, most HR professionals (an average of about 58 percent) are using analytics to look backward to analyze their previous risks with compliance, retention and benchmarking. An average of 33 percent are using analytics to look ahead to issues surrounding workforce assignments, and to identify talent, improve employee engagement and assess workforce readiness skills.
Aliah D. Wright is an online editor/manager for SHRM.
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