10 Digital HR Trends and Practices in 2019
As the year passes, we are starting to explore the newest trends in every industry. The Digital HR trends for 2019 are slowly being explored by HR professionals all around the world, and like every year, we want to show you what the trends that are coming are. As an advance, we tell you that the concept of 2019 is "collaboration". The HR digital strategy focuses on the teams: their development, communication, and work.
1. Employer’s Experience and What Employees Expect
One of the digital HR trends that will continue and will be very strong this 2019 is the employer’s experience. People increasingly expect to live an experience at work that is similar to the knowledge they have at home: devices connected through the Internet services, use of different mobile applications, social networks, and recommendations system. Some organizations are already developing initiatives of employer experience to make work and activity a positive experience. However, the adoption of new technologies by HR to promote this trend is still slow.
Human Resources contemplates new technologies, tools that can measure the employee's experience, analyzing their degree of engagement, through the analysis of collaboration spaces that organizations enable (comments on corporate social networks), analysis of survey results: satisfaction, geolocation analysis. Fundamentally, HR 4.0 makes use of new technologies to know the experience of employees in their workplace.
Human Resources develops digital HR practices. Working collaboratively, Marketing and HR can develop large projects around the brand that not only focus on the client, but also the commitment and preferences of the employees.
2. Collaboration is Key: From People Management to Team Management
We are immersed in a Digital Age, and to maintain their competitive advantage organizations must be able to collaborate and innovate. This results in new forms of organization. We move from hierarchical, static organization systems to networks of equipment that can adapt to a constantly changing environment. This digital HR environment demands organizations to work collaboratively. That is why the focus should be on the teams and not on the people. The concern focuses on how the team can:
• Establish and focus on achieving results
• Coordinate tasks, roles, and functions
• Manage uncertainty
• Improve processes
• Take decisions
• Solve problems
• Innovate the process
Traditionally, the focus of Human Resources has been on people. Many of the current practices of Human Resources, such as hiring or Performance Management, continue to consider the employee-individual as a starting point. However, the focus is slowly changing from individuals to teams. While the networks of organizations and how to improve the way they work together, are still not the focus, it is expected that this situation will change by 2019 and adopt team-focused tools.
3. Big Data and HR, A Relationship That Is Consolidated
At present, data related to employees are as important as or more valuable than customer data, because they provide essential information on how to better manage the business. As a professional in the area of people, you must have a basic knowledge of the new tools of data analysis (Big Data), this is one of the main challenges offered by the new Human Resources 4.0 paradigm for all of us who work in the area. The market now offers a wide variety of solutions with built-in analysis, and even better, many of them with prediction engines.
Data-based predictive analytics allows you to:
• Identify the factors that influence the satisfaction and commitment of employees.
• Find the main reasons for talent drain.
• Analyze factors that affect employee performance and use data information to improve business performance.
• Measure commercial results
• The Big Data tools are an excellent ally for HR when making decisions and planning. It allows the area to move from an era of intuition to objectivity.
4. Mobility Ceases To Be A "Trend" And Becomes A "Must."
Organizations have now shifted to Agile methods which is even more reason why HR cannot be left behind. If you want to reinvent your area and add value, you must also start working in an agile way. The new structures are no longer hierarchical and require the adoption of the agile methodology, in which the focus is the team, made up of people who must work collaboratively and effectively.
5. Men and Machines: Better Together
The Digital Age not only brings with it the threat of the replacement of man by intelligent machines but also offers opportunities. Man and machine together can improve performance in many areas, even in various practices that are carried out in Human Resources, such as the identification and selection of talent.
The current practices of identification and talent management are becoming obsolete, and, therefore, we must explore alternative ways of detecting talent. This problem could be resolved to a large extent by Artificial Intelligence and machine learning. The speed with which they advance and their scope will allow in a short time a fast talent management, facilitating both the time and the success of finding profiles that fit specific projects. It is still early, but the signals are clear and indicate that Artificial Intelligence allows digital HR consultant to increase their impact in various areas.
6. Technology at the Service of "Energy at Work."
Wellness tools are a big theme for organizations in 2019. Not only do we need tools to improve productivity and reduce cognitive overload, but we also need "pushes" and data to help us exercise, stay alert, sleep and eat best. It has been proven that these innovative tools are quickly adopted, especially among younger workers, and deliver significant improvements in commitment, health, and mental well-being.
The "energy at work" as a concept could be a good term to encompass "commitment, productivity, and well-being" in one. New tools can help us measure energy, discover why and where energy is low, and give us advice and suggestions on how to improve it.