The HR news we’d like to celebrate the New Year with, for the week ending December 21st, 2012:
‘Tis the season to reflect on the year behind us and start thinking about the one ahead. This week, TLNT reported on potential top ten trends for talent management in 2013. The trends, created by Futurestep, a recruitment company, run the gamut.
Predictions include closing the innovation gap, meaning that more HR departments will adopt more of the new technology solutions—like TribeHR—that are poised to vastly improve the industry. Another trend is an increased emphasis on employee-driven development from employees at all levels.
That’s a point of view that we share. This week, also on TLNT, our CEO Joseph Fung offered his own predictions for how social HR will transform businesses in 2013. Like Futurestep, Joseph believes that there’s been a slow evolution to empowering employees, and that that trend will continue throughout 2013.
Also on Joseph’s list? Incorporating company culture as an element of onboarding in order to get buy-in from new employees from the get-go; reinventing the review process from an annual event that’s uncomfortable for employees and their managers to a system of ongoing dialogue that helps solve problems as they arise; and harnessing the power of big data, particularly social data, to improve your business.
Everyone wants to excel, employers and employees alike. Just as most people make resolutions to be better in their personal lives, many make resolutions to improve their work lives. Forbes has 14 suggestions to help employees become better at their jobs in the new year.
Most of the suggestions fall under the category of proactivity: Try to anticipate your department’s needs and act accordingly; Assume you’ll be successful to get you in the right frame of mind to carry out a task; always come to the table with a solution, rather than just pointing out a problem.
Forbes also suggests getting to know your space inside and out. Nothing will impress your boss less than not knowing a piece of news that will have a major effect on your industry.
Before you get too far along in outlining your employees’ goals for 2013, consider this tip from Workforce: don’t make any at all. In today’s working world, there’s a heavy premium on innovation. If employees are too focused on meeting predetermined goals, they have less freedom to brainstorm and develop new ideas. Ambitious goals can also lead your employees into ethically murky territory. If they feel too pressured, they may put so much work into meeting stated expectations that they fail to do what’s actually best for the client or, even worse, lie or cut corners just to get the right numbers down on paper.
As an alternative to goals, think about setting “areas of focus.” Prioritize what’s important for employees to think about and work towards, but avoid specific targets. Says Workforce: “More journey, less destination.”