Now as everyone has got an answer to world’s most popular question – will the world end on December 21, 2012? It is time to look afresh at where the business and HR is going to move in 2013. Based on the events and patterns that have shaped these two sectors in 2012, here are a few predictions for 2013:
Performance management: As businesses depend more on collaboration to accomplish bigger things, the shift is towards team-based performance, rather than singlehandedly driven things. A decade ago, the notion of team performance might have seemed unrealistic but with the emergence of social media, organisations are shifting from individual performances to team performances.
Leadership challenges: As businesses shift towards collaboration model, the biggest challenge that leaders today face is – investing time in grooming leaders. John F. Kennedy said, “Leadership and learning are indispensable to each other.” Today, organisations are aware that learning should help develop new ways of thinking and it should happen through experiences.
Talent acquisition: Over the past decade, HR has grown rapidly and matured to evolve as a strategic function when it comes to partnering with business. With evolving times, talent acquisition too has modified and embraced ideas from different functions to give it an edge.
A few trends one can look forward to in 2013:
Consumerisation of technology: This is a big boon when it comes to talent acquisition. As the world moves to smarter mobiles, social media is becoming an inseparable part of recruitment strategy, career sites, job boards etc.
Candidate experience: Taking a cue from the book, Employees First, Customers Second, authored by Vineet Nayar, organisations are more inclined to treat candidates as prospective customers and potential rehires.
Technology in HR: Today, every aspect of HR has embraced technology, from candidates accessing information about a company, job details, performance management, pay, benefits etc.
Database: HR is one of the few functions in an organisation that is a treasure trove of valuable data.
Business collaboration: The success of the entire HR function depends solely on its ability to collaborate across the organisation.
Cloud computing: Smaller enterprises are turning to cloud computing to save server space and benefit from the SaaS model. It makes use of applications like HRIS, LM, ATS.
