德勤发布最新报告《2017年人力资源趋势11大预测：迈向数字化》

(2017年1月13日，/HRoot.com/)德勤最近发布了题为《2017年人力资源趋势11大预测：迈向数字化》（Predictions for 2017: Everything is Becoming Digital）的研究报告，对2017年将会影响人力资源和人才的11个关键性趋势进行了预测。

 

长按下方二维码选择“识别图中二维码”

或点击左下角【阅读原文】

即可下载报告

预测1:组织设计的挑战无处不在

 

100多年来，公司的创建意在扩大能效。我们为了运行产品设计、工程、制造、销售、市场营销和财务而设置了各种只能部门。如今，在瞬息万变的市场和数字产品和服务的世界里，传统概念上的“规模”和“效率”已不再适用。

 

2017年，组织设计依然面临各方面的挑战，具体包括： 

 

• 正式创建小型团队结构。

 

• 从根本上减少工作层级，激励员工努力获取工作成果和不断学习，而不只是追求晋升和不断换工作。

 

• 改变奖励机制奖励团队成功，而不仅仅是奖励个人成功。

 

• 重新设计目标管理，每季度更新调整目标，而不是每年进行调整一次，使目标能够公开、透明地在团队中分享。

 

• 提拔年轻的专业人士进阶领导层，这样他们就能迅速为团队的成功做出贡献。

 

• 教会管理者去管理“项目”而不是管理“人”。

 

• 提为员工提供“职业教练”和“导师”，而不是让“经理”来促进员工成长

 

• 创造终身学习、探索和讨论的文化，来促进员工创新

 

• 赞助黑客马拉松及其他协同发展计划，让各级层级人员共同贡献自己的创意

 

• 实施实时信息管理系统，以便让所有的团队成员都能够受到同一目标的指引。

预测2:文化和敬业度仍为顶级优先考虑事项

 

2017年，文化建设与员工敬业度仍是全世界业务管理者和人力资源管理者最关心的事情。到底什么是组织文化？简单来说，就是在无人监督的情况下组织自发产生的隐性行为模式及激励系统。另外，文化也将定义你的组织。

 

预测3:实时反馈和分析将井喷

 

第三点预测是基于企业文化建设和敬业度管理的推动而提出的。实时反馈与数据分析能够提高敬业度，因此反馈工具市场将迎来爆发。

 

2016年这个市场的规模将超过3亿美元，预计2017年规模将翻一番。实时反馈让衡量和管理员工敬业度成为可能。2017年，将员工体验的整体策略自动化、追踪把握员工的职场生命周期系统化，并且发展如“反馈体系”这样的技术对于企业来说至关重要。

 

预测4:新一代的绩效管理工具将涌现

 

当下，创新的力量驱动诸多绩效管理软件供应商优化其绩效管理工具。

 

过去的15年，企业从一个自上而下、用流程驱动员工绩效管理、年度绩效考核的模式转变为灵活持续、以反馈为基础的模式。这种变革仍处在初级阶段，当越来越多的企业开始实施常规性的记录、OKR管理、敏捷的目标管理，持续的培训辅导项目，以及项目经理等模式的不断涌现，相信未来会呈现不一样的景色。

 

预测5: “人力效能”和健康福利将成为人力资源管理的重要议题

 

很多方面上，人力效能都已成为工作中的一个热门议题。员工是否健康？他们是否有良好的习惯保持精力充沛？他们是否在工作中可以全神贯注或者是管理者能够帮助他们投入地工作？当然，员工能否具备技能，得到支持、培训、辅导从而更好地完成工作？

 

预测6：人力资源将专注员工体验将而非过程设计

 

许多人力资源部门已经开始重新定义自己。有些称自己为“人力运营部”，另一些称自己为“人才与文化”之类的部门。这些信息并不是要找到一个方式使人力资源部门更具战略意义，而是要真正改变对人力资源组织的认知。

 

2017年，设计思维、用户体验设计、数字app将开始成为人力资源领域的主要趋势。当公司重新设计他们的建筑、福利计划、休假制度和其他多元项目的时候，他们并不见得关注着每位雇员的体验。

 

预测7：数字化人力资源和学习将助力革新学习与发展及HR系统

 

在过去五年，公司在一体化、云端、核心的HR系统上投入了大量资金。然而Cedar Crestone的研究显示，尽管投入巨大，员工仍然对他们的HR系统和解决方案不满意。解决方案就在眼前。人力资源组织现在必须学习“如何数字化”，而不仅仅是“购买数字化产品”。

 

人力资源（和学习发展）的数字化解决方案意味着很多事情：

 

• 让新程序快速上线，在时间中迭代改进。

• 采纳数字工具和设计。

 

预测8：领导力发展需要持续不断地创新与提升

 

人力资源部门最重要的任务之一是确保组织拥有强大并配合一致的领导力梯队应对未来挑战。每年，领导力发展对于HR 来说都是一个挑战，且是一项优先级较高的工作。传统的领导力策略已经过时，无法适应最新的商业发展需要，很多传统的领导力模型需要被更新。

 

预测9 ：多样性、包容性和无意识偏见将成为头等大事

 

十多年来，HR 们已经高度重视多样性问题，并将此议题列入“日程表”。多样性问题曾经被视为一项合规项目，如今已经成为一项组织战略。在2017年，HR 组织需要将这个问题视为头等大事，并且确保你的组织正在获取正确的信息，正式地分享它，并开发一个全面的包容性与多样性项目，以便其覆盖组织所有的人才管理实践项目。

 

预测10：学习与发展将不断改进

 

早在21世纪初，我们就开始研究电子化学习以及学习管理技术在组织内部的应用。但是直到2017年，组织学习真正的变革在于拥抱“自我导向学习”以及真正全面提升员工个体的“学习体验”。这意味着，组织需要采用微学习和开放的视频学习平台。具体而言即：

 

• 管理者需要重视在组织内部建立学习文化。

• 帮助员工重视工作轮岗和持续入职项目。

• 帮助领导者认识到教练辅导、发展项目和职业发展对话是建立学习型组织的基础。

 

预测11：工作的未来已来，HR的变革箭在弦上

 

组织在2017年面临的基本问题就是人工智能技术（语音识别，自然语言处理，传感器和机器人技术）的快速商品化及其对工作方方面面产生重要影响。未来的工作将更加“人性化”——重新设计工作和组织，从而使得组织比以往更加重视“以人为本”。

Deloitte Predictions for 2017:Everything Is Becoming Digital

 

(Jan.13, 2017, /HRoot.com/)The following are the top 11 predictions that come from Deloitte’s lastest report Predictions for 2017: Everything is Becoming Digital.

 

Prediction 1: Organizational Design Will Be Challenged Everywhere

 

For more than 100 years, companies have been set up for scalable efficiency. We build functional teams that run product design, engineering, manufacturing, sales, marketing, finance—all with a focus on scale. Today, in the world of rapidly changing markets, and digital products and services,

the traditional concept of “scale” and “efficiency” no longer applies.

In 2017, companies will discuss and struggle with this mightily, and some of the changes should include:

·  Formally creating small team structures

·  Radically reducing the number of job levels to incent people to strive for results and learning, not just promotions, as they move from job to job

·  Changing reward systems to reward team success, not just individual success

·  Redesigning goal management, so that goals can be updated quarterly, not annually, and goals are transparent and shared publicly

·  Promoting young professionals into leadership early, so they can rapidly contribute to team success

·  Teaching managers to manage “projects” not “people”

·  Providing “career coaches” and “sponsors” instead of “managers” to help people to grow

·  Creating always-on learning, and a culture of exploration and discussion to enable continuous invention

·  Sponsoring hackathons and other collaborative development programs to let people at all levels contribute

·  Implementing information systems that deliver real-time dashboards and reports, so that all teams can operate with the same insights and perspectives

Prediction 2: Culture and Engagement Will Remain Top Priorities

In 2017, the topics of culture and engagement will remain top of mind for business and HR leaders around the world.

What exactly is organizational culture? Quite simply, it is the reward systems and implicit behavior that takes place when nobody is looking. Part of culture is defining a purpose for your organization.

Prediction 3: Real-Time Feedback and Analytics Will Explode in Maturity

This leads me to my third prediction. Driven by the need to understand and improve engagement, and the continuous need to measure and improve employee productivity, real time feedback and analytics will explode.

The feedback tools market is now more than $300 million in size and growing at more than 100 percent annually. 21 Most major HR software tools are now embedding pulse survey tools, activity streams, and other techniques for feedback. For 2017, it is critical for companies to build a strategy to automate and instrument your entire range of employee experiences—and develop what I like to think of as a “feedback architecture.”

Prediction 4: A New Generation of Performance Management Tools Will Emerge

Today, driven by the power of innovation,dozens of new companies are trying to reinvent the performance management tools market.

Over the last 15 years, companies have shifted from a very top-down, process-driven approach to employee performance management (and annual appraisals) to a much more agile, continuous, feedback-based approach. This revolution is still in its early phases, with most companies implementing things like regular checkins, OKR (objectives and key results) or agile goal practices, continuous coaching, and even models in which employees have one “sponsor” and another “project manager.” This new world is being invented before our eyes.

Prediction 5: A Focus on “Human Performance” and Wellbeing Will Become a Critical Part of HR, Talent, and Leadership

 

In many ways, the entire topic of human performance comes down to this simple picture of the work environment. Are people healthy? Do they have habits and information to stay energetic and well-rested? Do they feel focused and do managers help them to focus? And, of course, do they have the skills, support, training, and coaching to do their jobs?

Prediction 6: Focus on Employee Experience Will Overcome Process Design in HR

 

Many HR departments have started renaming themselves. Some call themselves “people operations” and others call themselves things like “people and culture.” The message here is not to simply find a way to seem more strategic, but actually change the identity of what HR organizations do.

 

In 2017, the disciplines of design thinking, experience design, and digital app design will start to go mainstream within HR. While companies have been redesigning their buildings, benefit plans, vacation policies, and other various programs, they have not necessarily been focused on what each individual employee

experiences.

 

Prediction 7: Digital HR and Learning Will Help Us to Reinvent L&D and HR Systems

 

Over the last five years, companies have invested billions of dollars into integrated, cloud-based, core HR systems. Yet new research from Cedar Crestone shows that, despite this investment, employees are still far from satisfied with their HR systems and solutions. A solution is right before us. HR organizations now have to learn how to “be digital,” not just “buy digital products.”

Digital solutions in HR (and learning) mean several things.

·  Hackathons and MVP (minimal viable products) work to get new apps and programs out the door quickly, with iterative improvement over time.

·  Adoption of digital tools and design.

·  Increasing transparency.

·  Standardizing platforms.

·  Bringing heterogeneous platform experiences together.

·  Moving HR teams around.

·  Data-driven everything.

 

Prediction 8: The Leadership Market Will Start a Steady Process of Reinvention

 

One of the most important things HR organizations should do is to make sure that the organization has a ready supply of strong, well-aligned leaders. Leadership development (which is more than a $14 billion industry 33 ) remains a high priority for HR and continues to be a challenge every year. The older models of leadership in which leaders were expected to set strategy and lock down goals are simply not keeping up. So many of the traditional leadership models are being reinvented.

 

Prediction 9: Diversity, Inclusion, and Unconscious Bias Will Become a Top Priority

 

The topic of diversity has been on the HR agenda for decades. Once considered a compliance program, it has now become a business strategy. In 2017, HR organizations need to put this topic high on the agenda—and make sure that your organization is capturing the right information, sharing it formally,and developing a holistic inclusion and diversity program which touches all of your talent practices.

 

Prediction 10: The L&D Function Will Continue to Struggle

We started our research in the early 2000s by studying e-learning and the rapid adoption of learning management technology. But what has really changed for 2017 is the fact that today L&D should embrace “self-directed learning” and truly build a “learning experience” that helps individuals at all levels to learn all of the time. This means adopting microlearning and an open video learning platform:

·  Highlighting the issues of learning culture for leaders

·  Prompting people to look at job rotation and continuous onboarding programs

·  Helping leaders to understand that coaching, developmental assignments, and career conversations are the foundation of building a learning organization

 

Prediction 11: The Future of Work Is Here and HR Is in the Hot Seat

 

The essential issue we face in 2017is the rapid commoditization of AI technology (speech recognition, natural language processing, sensors, and robotics) and the impact that could have on almost every job. The real “future of work” issue is all about making jobs “more human”—redesigning jobs, redesigning work, and redesigning organizations so that the “people side” of work has even more importance and focus than ever.