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Top HR-Workforce Trends for 2020

Implementing serious diversity and inclusion programs and seeing artificial intelligence finally become a real thing are among the top workplace priorities for 2020.

Two other focal areas for human resources departments will be helping workers by tailoring training programs that appeal to millennials and Generation Z, and better leveraging technology to boost employer brand, Randstad US notes. "None of these are new trends—rather, they're concepts that are finally reaching maturity,” says Karen Fichuk, CEO, Randstad North America. “Organizations that understand the importance of incorporating these focus areas into their business discussions and strategic priorities will pull ahead of their competition in the year ahead.”

artificial intelligence 4389372 1280It is time for companies to promote Diversity and Inclusion (D&I) beyond “feel-good” initiatives and make it part of a meaningful strategy for wooing recruits, retaining talent and moving toward gender parity. As far as AI, 2020 will see humans and machines “begin collaborating on day-to-day work across industries on an unprecedented scale,” Randstad notes.

HR will need to get serious about on-the-job training and learning programs that meet expectations of a younger generation who will make up their talent pipeline. Growing communications channels via technology and social media also will be essential for companies to boost their brand and remain an attractive destination for future talent.

“Expect to see the most sophisticated employer brands exploring more visual channels (especially video and social platforms like Instagram) and leveraging employee ambassadors in inventive ways in the year ahead,” Randstad notes.

Savvy employers will be eager to show that they can keep up with a “rapidly evolving” workforce with a more progressive approach in how they do business, Korn Ferry finds. “In the coming year we will see an even greater focus on transparency, agility, culture and purpose-driven leadership,” says Byrne Mulrooney, CEO of Korn Ferry RPO, Professional Search and Korn Ferry Digital. “Employers are also becoming more flexible in how they embrace technology, attract and reward employees, and create ongoing transformation at all levels of the organization.”

A recent Korn Ferry survey of executives finds that 96% of respondents agree that there is a connection between their long-term financial benefit and so-called “purpose-driven leadership.” Nearly 80% agree this to be so “to a great extent.”

“Without embracing the purpose of an organization–the motivating force of why it is so important that we exist–employees will become disenchanted,” says Kevin Cashman, Korn Ferry global leader, CEO and executive development. “Many will leave, or worse yet, stay and not be engaged nor offer discretionary effort for their organization.”

The ability of companies to be transparent about their compensation structure will also gain prominence this year. “HR and pay teams are strategizing on how to create equitable pay programs, more clearly articulate the principles behind those programs, and help managers communicate with employees who may feel they are undercompensated,” Korn Ferry notes.

The “career nomads,” or valued professionals who are open to changing jobs and even careers frequently, will see their ranks rise. Most companies see these workers as too risky and may miss an opportunity to tap into “their multidisciplinary experiences, intellectual curiosity and high learning agility,” according to Korn Ferry. "That’s why many employers are now taking steps to keep these high-potential, diverse and agile job hoppers in their companies."

HR departments should also consider jumping on some trends if they haven’t already, Forbes reports. One crucial trend is really fine tuning online recruitment marketing. “Those who fall behind in using digital and social strategies will not only be left behind, but they also will put their employers at a disadvantage when competing for talent,” Greg Furstner, senior vice president of HR at SkillPath, writes for Forbes.

The ability for HR to manage unconscious bias will become more important. “When there is a predetermined notion of what a preferred candidate should be, it often leads to bad hires, losses in recruitment dollars and adverse effects on the company culture and productivity,” Furstner writes. “Furthermore, bias can result in potential lawsuits from the candidate you passed over.”

The Society for Human Resource Management will continue to encourage companies to bring on recruits that are often ignored, says Johnny C. Taylor Jr, SHRM president and CEO. This includes hiring former felons and people with disabilities. The “new year will also bring a program to fight the blatant ageism that's evident any time employers talk about their desire to hire bright, young workers—thus overlooking older individuals, despite the likelihood that older workers will remain [in] the workplace longer,” SHRM notes.

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