Growth, cloud, social, mobile and analytics among this year’s top HR trends says DeloitteDOWNLOAD
19 April 2012: Professional Services firm Deloitte has found that growth, cloud, social, mobile and analytics are among this year’s top Human Resources (HR) trends. According to Deloitte’s 2nd annual report “Human Capital Trends 2012, Leap ahead”, which was released in Australia today, these trends provide the opportunity for businesses to accelerate performance for 2012 and beyond.
The report examines the broad impacts of eight human capital trends that are reshaping HR in the business, as well as the actual business of HR. The report also highlights which trends will have the most potential to impact businesses over the next 18-24 months.
The first trend in the report explores how growth is one of the main priorities for CEOs in 2012 and how HR needs to actually shape and inform an organisation’s growth agenda.
According to Lisa Barry, Deloitte Consulting’s National Leader of Human Capital, businesses in Australia need to continue to drive growth by ensuring HR boosts capabilities in three key areas: emerging markets, mergers and acquisitions (M&A), and innovation.
“In 2012, these three areas are not only offering significant growth opportunities for organisations but also present a wide range of people-related challenges. For example, within emerging markets there is a raft of capabilities, employability and cultural issues impacting on talent which needs to be prioritised in order for growth opportunities to be met.”
“Mergers and acquisitions may be a fast way to expand a business but often specific talents and capabilities can be gained using M&A as a strategy. It is critical that HR’s role in M&A activity also leverages culture, leadership and talent in order to gain from these transactions,” said Ms Barry.
The report identified that HR and innovation can actively support an organisation’s growth agenda. However, organisations need to ensure innovation is not narrowly defined and includes HR innovations such as aligning people and talent factors like leadership, capabilities, processes, technology and organisational structures.
“Innovation must not be relegated to a specific team of people focusing on product development. A more holistic approach to innovation can drive business growth and leaders need to define innovation broadly to include services, processes, and business model and cost structure improvements across an organisation,” added Ms Barry.
The report identified specific steps HR can take now in order to support the CEO’s growth agenda:
“It will be those organisations that use HR teams to deal with people related challenges and adjust their HR and talent priorities accordingly that will leap ahead and drive efficiency and value in an organisation” said Ms Barry.