Questions for the HR industry today
HR is constantly changing and evolving, so the big questions we need to answer change constantly. We compiled a few important HR industry questions based on this years trends and what we’ve seen as assessment players in the local industry.
HR Industry questions
How will Generation Z behave in the workforce?
Millennials are no longer the newbies of the office. As the first of Generation Z turns 21-23 and begins to enter the professional workspace as employees, you may find that Millennials are now some of the older and more senior players in the office.
This brings up the question of how to best manage Generation Z as entry-level employees, how should HR managers train them to take on leadership roles, and how to address Millennials as upper-level professionals.
How can we overcome algorithm aversion?
“The most effective HR leaders will become students of Big Data thinking. Because data on employees is more limited and less quantitative than that of, say, customer response to direct marketing, it’s easy to think about hiring and developing people in only traditional ways — ways that have rarely been tested and deliver no immediate feedback. By becoming students of Big Data thinking, HR leaders can build their instincts on how to look for and create opportunities to evaluate what works, test different approaches, and elevate HR from generic sourcing and tracking to delivering competitive advantage.” –Ken Rosen, Managing Partner at Performance Works
HR has made leaps and bounds when it comes to technology and the science behind algorithms. However, recruiters may still trust their judgment over time-tested tools. Picture the most sophisticated auto-pilot technology, that can detect changes in air pressure and weather outside that a pilot’s naked eye can’t see. Yet when you see the pilot take his or her hands off the wheel, you may get an uncomfortable lurching feeling.
The same can apply to HR managers who are more inclined to trust their gut instinct (which isn’t measurable) instead of tools that are meant to equip them with vital, in-depth information about their candidates and current team members.
This brings up the question of how to overcome any mistrust of technology when it comes to HR processes, which can tend to feel like a more personal choice due to interviews and company culture factors.
Are annual reviews beneficial for your company?
Annual reviews are a common industry practice, and have generally been seen as beneficial. After companies like Adobe and Deloitte dropped their annual reviews, found that performance and engagement actually fell by 10%.
This result indicates that annual reviews are something that your HR department should try for a few years, but it also brings up the question of whether annual reviews are a good fit for all companies or if you should find another way to manage performance reviews.
The jury is still out on this one, but it’s an important question to ask on an individual scale, and factors such as company size comes into play. Look at the time investment it will take, the results, and whether it’s sustainable or worth the ROI.
How should HR address contingent workers?
Contingent workers include part-time employees, freelance workers, independent contractors, and the like. These are not full-time employees, but play a vital role in a company nonetheless. Many teams are evolving to accommodate contingent workers, but it’s important to define HR’s role in this movement.
How should you address company culture in these non-full-time teams? What learning and development can HR provide? There are numerous questions that come with how to incorporate contingent workers and how company policies differ.
Who owns data?
As data privacy concerns get more pressing, and more and more records are being digitized, the question of who owns your employee information is becoming increasingly pressing. As companies try to improve their team organization, learning and development options, and department placements, they collect data on job candidates that might stay on record. Who owns this data? Is it the company that’s doing the testing, or the employees/candidates whom the data is about? This is one of the most important questions in HR that must be addressed.
What questions do you have for the HR industry?
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