Global HR Trends 2012
“The HR community are facing a dual focus in 2012 – enabling their organisation’s overall growth agenda while also driving efficiency in the business of HR. These challenges are as relevant for Irish organisations as they are globally, but we would suggest in a much more volatile and changing environment”, highlights Cormac Hughes, Deloitte Consulting Partner.
In our annual Human Capital Trends Report, which examines key international trends in human capital for 2012, Deloitte have identified 8 key trends for HR communities to consider. With topics like globalisation, innovation, an aging workforce and evolving technology top of the list, understanding these trends can support HR functions with their dual focus and challenges. Below we highlight a number of the key trends however you can download the full report to find further considerations on these and other trends.
In 2012, growth is job # 1
While growth may feel a distant memory for most Irish businesses, leading organisations are now turning their thoughts to future growth strategies, and the critical talent that will be required to envision and lead this. HR should seek to understand the required skills to support an organisation’s growth agenda and be able to develop a plan for sourcing, developing and retaining the talent necessary to support this. For many clients who have already made changes to their operating model and become more efficient, this means placing bets on key talent acquisitions or deployment of existing talent into business activities that are best positioned to drive growth.
The move towards a ‘global’ integrated operating model with harmonised processes, operations and technology is not reserved solely for large multinational organisations with a global geographic presence. Implementing a standardised HR operating model across an organisation drives efficiency and can help to reduce HR operating costs over time. An upshot of this is removing an administrative element from HR roles, freeing up time for increased focus on the strategic challenges mentioned above. This is relevant to Irish firms as pressure to reduce costs is ever present on the agenda, presenting both a challenge, but also a distinct opportunity to grow mandate or play a more important role in the networked organisation. The challenge is to maintain a consistent level of HR service, but to do it while spending less.
Fast-track to the top
In an environment where uncertainty reigns, many potential leaders are less likely to be lured away from their incumbent roles to seek new challenges elsewhere. High potential leaders are therefore scarce and many organisations are finding it increasingly difficult to identify suitable talent internally. We have been working with clients here in Ireland to identify high potentials using criteria which are tailored specifically to meet current and future business objectives. Once the criteria and identification process are in place it then becomes a matter of putting the on-going development and deployment of talent on the executive team’s monthly and quarterly agenda. Structured reviews driven by specific metrics form the basis for tangible development of future leaders who can fill succession gaps.
Seeing around corners
Companies are increasingly relying on workforce reporting and analytics to help make more informed decisions about their people and organisation. By leveraging the latest analytical tools and technology, organisations are able to positively impact acquisitions, retention, improving productivity and the identification of high potential individuals. It was stated at a recent Deloitte EMEA Human Capital conference that workforce reporting and analytics is the hot topic among the majority of Deloitte’s clients across Europe.
#social #mobile @work
The introduction of social and mobile technologies are not only expanding HR’s service delivery options, it is also increasing HR’s value to the business by easing the burden on traditional HR channels while providing a richer and more engaging experience. Deloitte’s most recent CIO survey here in Ireland showed organisations cannot afford to lose pace with innovations such as mobile computing or they risk losing pace with their customers.
Clouds in the forecast
Software as a Service (SaaS) or cloud computing, can offer many benefits such as cost reduction, reduced capital investment, faster implementation, agility and the ability to make smarter more informed decisions. The real demand for SaaS is being driven by the business, where there are heightened expectations in terms of agility and flexibility. The technologies and processes associated with cloud are rapidly gaining acceptance as standard business practices.