Following its annual board of advisors meeting, The
Workforce Institute at Kronos
Incorporated identified the top trends that will impact the global
workforce in 2018. Board members also recorded
videos of personal predictions that they believe will shape the
world of human resources (HR), human capital management (HCM), and
workforce management this year.
Top Workplace Trends for 2018
1. Top organizations treat employee engagement as a financial
strategy while thinking creatively about the employee experience.
We've devoted billions of dollars to chasing the white whale of employee
engagement - yet engagement has remained stagnant for decades worldwide.
Worse, many C-level leaders are questioning the ROI of culture-driven
investments on the bottom line. HR must change their vernacular to
better connect engagement with business challenges while using
operational data to show how engagement is financially driven (e.g.
better productivity, fewer customer escalations, optimal scheduling,
retention of top performers). Simultaneously, to attract and retain the
best talent, employers must weigh all the different "currencies"
accepted by today's workers (e.g. pay, benefits, flexibility, learning
and development, work environments, meaningful connection to the
business, people, and the community), while thinking creatively about
the entire employee experience lifecycle, matching expectations during
the recruiting phase all the way through succession planning.
2. Employee appetite for accessible, applicable workplace data grows.
Outside the workplace, people expect fast and easy access to information
of all kinds - from nearby restaurants that have the highest reviews to
recommended television shows to binge next. Yet when they get to work,
good, valuable information across their organizations can be hard to
access and near impossible to process in order to make an informed
decision in the moment. Employers are increasingly expected to provide a
consumer-grade technology experience in the workplace with one-touch
access to information that helps employees - both laptop-toting and frontline
workers - work smarter and work their way.
3. They're here: Artificial intelligence (AI) and machine learning
make HR and operations more strategic. Innovations in workforce
management and HR software have simplified the delivery of data
intelligence to help solve real business problems that directly impact
an employee's daily work routine. AI can dramatically speed up
time-consuming, everyday tasks while proactively identifying potential
compliance risks and employee burnout concerns before they become a
problem. Machine learning algorithms deliver better forecasting while
enabling technology to act as a digital consultant. Managers and
employees alike must be properly trained to strategically utilize and,
above all, trust this unprecedented ability to mine information, while
transforming their daily responsibilities to accomplish more strategic
tasks they didn't have the time to complete before.
4. A focus on the human side of leadership. As innovations in
workforce management and HR technology increasingly automate daily
tasks, managers have more time to interact with employees than ever
before. Yet many people managers are lost with these newfound
opportunities for human interaction thanks to historically weak manager
onboarding programs combined with years of hiding behind devices, remote
work, and mountains of administrative tasks. Since people managers are
the number one driver of the employee experience and, in turn,
productivity, organizations must focus on programs to help managers
forge relatonships, develop their people, and build the courage it
takes to be a great leader.
5. Retirement moves from a casual conversation to a full-blown
crisis. Organizations aren't prepared for the loss of inherent
knowledge as thousands of Baby Boomers retire each day. Many Boomers
plan to ease into retirement by working part-time hours or taking on an
entirely new, lower-paying job with more meaning. Many more
retirement-aged employees aren't financially capable of leaving the
workforce. The perfect storm created by these trends will challenge
organizations to test their succession planning, deliver meaningful
roles to employees sun-setting their careers, and maintain productivity
and engagement of those employees who continue to work primarily because
they can't afford to retire.
Members contributing to the 2018 Workforce Institute at
Kronos (News - Alert) predictions include:
About The Workforce Institute at KronosThe Workforce
Institute at Kronos provides research and education on critical
workplace issues facing organizations around the globe. By bringing
together thought leaders, The Workforce Institute at Kronos is uniquely
positioned to empower organizations with the knowledge and information
they need to manage their workforce effectively and provide a voice for
employees on important workplace issues. A hallmark of The Workforce
Institute's research is balancing the needs and desires of diverse
employee populations with the needs of organizations. For additional
information, visit https://workforceinstitute.org/.
About Kronos IncorporatedKronos is a leading provider of
workforce management and human capital management cloud solutions.
Kronos industry-centric workforce applications are purpose-built for
businesses, healthcare providers, educational institutions, and
government agencies of all sizes. Tens of thousands of organizations -
including half of the Fortune 1000® - and more than 40
million people in over 100 countries use Kronos every day. Visit www.kronos.com.
Kronos: Workforce Innovation That Works.
© 2018 Kronos Incorporated. All rights reserved. Kronos and the Kronos
logo are registered trademarks and Workforce Innovation That Works is a
trademark of Kronos Incorporated or a related company. See a complete
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