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Kronos劳动力研究院发布2016五大劳动力管理趋势预测

(2016-01-12 17:25:49)
标签:

kronos

劳动力

趋势

hroot

人力资源

分类: 行业新闻
(2016年1月12日,/HRoot.com/)在近期顾问委员会的年度会议中, Kronos 公司的劳动力研究院讨论了2016年影响劳动力管理领域的重要趋势:

1. 2016,人才之年:经济形势好转、招聘势头趋猛、 Glassdoor和LinkedIn这类网站进一步推动了雇主和员工关系的动态变化。有才华的员工比以往任何时候都具有更多的影响力和优势,而各个组织也几乎不太可能向求职者隐藏其真正的企业文化。积极进取的各个组织都明白,唯一可持续的经营模式就是确保自己配备合适技能的合适人才,在合适的时间出现在合适的岗位上。2016年,最高管理层将直接参与到人才管理策略中,将获取敬业的员工作为关注焦点。

2. 合规、制度以及员工权利将占据2016舞台中心: 随着世界范围对员工权利的更多注目,围绕休假、加班、最低工资、医保、排班公平、产假、陪产假及带薪年假等方面的政府规章制度将对组织的合规造成更大的压力。各个组织,无论规模大小,都需要各种工具和技术以应对业务开展涉及地域的不同法规要求,同时确保员工在法律范围内得到公平对待并能对此生成报告证明做法上的合规,避免处罚和罚金。

3. 员工自助服务、移动、排班技术在法规收紧的同时赋予员工更多能力:随着劳动力管理技术的消费化发展越来越多地匹配甚至关注到员工的利益,2016年里,各个组织对员工自助服务、移动以及智能排班技术的采用将更加广泛,以此卸除管理者们的压力。员工们将通过工具对自己的排班表拥有更多的控制权,而更智能的技术也将让员工调度的模式更为公平。除此之外,自由职业经济的发展也将增加对白领阶层的需求。即便如此,这些技术的实施主要是为了平衡劳动生产率、合规和公平,可以预见政府对于劳动力管理创新如何在工作场所中使用的监管也会增强。

4. 各个组织投资于下一代领导群体:那些尚未开始对于自己下一代领导群体进行投资的组织在2016年中将有所刺痛。50后60后的退出将继续,80后将增长成为劳动力大军的主体人群。许多更年轻的员工将开始管理那些年龄更大但是经验更丰富的老员工。解决技能短缺的领导力发展、继任计划,培训计划等将成为2016年的重要主题,因为,越来越多的组织将投资于中层管理者,以确保他们能够正确地招聘、培训和激励自己的员工。

5. 独特的福利成为竞争优势:2016年人才为先的关注将促使各个组织重新思考和调整自己的福利策略,以便能在人才争夺战中获得竞争优势。各种福利将被用于吸引和保留历史上最多样化且多代并存的劳动力队伍,所以各个组织也必将针对员工所处的不同阶段制定独特的福利:绩效奖金及年终奖、团队建设福利及旅游、带薪年假、补充医疗方案、延长产假及陪产假、弹性工作时间及在家办公等等。

Top Five Workplace Trends of 2016 from The Workforce Institute at Kronos

(Jan.12,2016,/HRoot.com/) Following its annual board of advisors meeting, The Workforce Institute at Kronos Incorporated identified the top trends that will impact the world of workforce management in 2016. 

Top Workplace Trends for 2016

1. The Year of Talent: The improved economy, aggressive recruiting practices, and websites such as Glassdoor and LinkedIn have all contributed to a dynamic shift in the employer-employee relationship. Talented workers have more leverage than ever before, and it is nearly impossible for an organization to hide its true corporate culture from job candidates. Progressive organizations understand that the only sustainable business model is to ensure they have the right talent, in the right place, at the right time, with the right skills. The C-suite will be more directly involved in talent management strategies in 2016 with a focus on winning with engaged employees.

2. Compliance, Regulation, and Workers' Rights Take Center Stage in an Election Year:As the Obama Administration enters its final year and the spotlight on workers' rights shines brighter around the world, government regulation around paid time off, overtime, minimum wage, healthcare, schedule fairness, family leave, and more will put increased pressure on organizations to maintain compliance. Organizations large and small will require tools and technologies to juggle different regulations across cities, states, and countries where they do business while ensuring employees are treated fairly within the law with the ability to generate reports that prove compliant practices to avoid fines and penalties.

3. Employee Self-service, Mobile, and Scheduling Technologies Empower the Worker as Regulations Tighten: As the consumerization of workforce management technology marches on and the focus on workers' rights increases, 2016 will see wider adoption of employee self-service, mobile, and intelligent scheduling technologies that empower the worker while unburdening managers. Employees will have tools to take more ownership of their schedules, while smarter technologies will support greater equity in staffing models. Additionally, the growth of the freelance economy will increase the need for white collar workforce features. However, as these technologies are implemented to balance productivity, compliance, and fairness, expect increased government scrutiny on how workforce management innovations are used in the workplace.
 
4. Organizations Invest in the Next Generation of Leaders: Organizations that have not begun investing in their next generation of leaders will feel the sting in 2016. The exodus of Baby Boomers continues as Millennials and Gen Xers represent the growing majority of the workforce. Many of these younger workers will begin managing older colleagues who have more experience. Leadership development, succession planning, and training programs that tackle the skills shortage will be major themes in 2016 as an increasing number of organizations will invest more in middle management to ensure they can properly hire, coach, and motivate their employees.
 
5. Unique Benefits Emerge as a Competitive Advantage: The talent-first focus in 2016 will cause many organizations to rethink and retool their benefits strategies to create a competitive advantage in the war for talent. Since benefits will be used to attract and retain the most diverse and multigenerational workforce in history, there will be an emergence of unique benefits that target employees at different stages of their lives, from student loan repayment programs, unlimited vacation, and paid time off for hourly workers to expanded parental leave, child care support, retirement assistance, and medical benefits that help care for aging parents.

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