As 2014 draws to a close, folks — as you might expect — now have their eyes set on 2015, and are figuring out what might be in store for their organizations as far as HR and the workplace are concerned. For this final post of the year, I did a quick search of the web to see what people are predicting for next year. For your reading pleasure, here are a few of the things I stumbled upon. (Feel free, of course, to click on any of the links to see the sources’ full list of predictions.)
Establishing a “chief of work.” Peter Andrew, workplace strategy director for Asia at real-estate company CBRE, predicts in Fortune the addition of a new position: chief of work. Most C-suites have not added new roles since the chief-information-officer title took hold about 20 years ago, but CBRE’s research suggests that’s about to change. For one thing, Andrew writes, companies today have human resources, IT and real-estate all acting separately and, often, unwittingly working against each other. He suggests that a chief of work would coordinate all that, with an eye toward building a culture that attracts top talent. Finding the most efficient balance between full-time employees and a growing army of independent contractors, he adds, will also be in that individual’s wheelhouse.
The rise of mobile assessments. From website CPA Practice Advisor: Mobile assessments will be increasingly tapped for selection, performance management, and training and development decisions. Technology, including social media and social collaboration, is changing the science and practice of selection, recruitment, performance management, engagement and learning, the article says. And I-O psychologists, it continues, will work to design assessments that are valid and reliable, regardless of how and where they are delivered.
Every child born in the next 12 months will learn coding as a core subject. Increasingly, Samsung writes, governments are recognizing that computer literacy is a fundamental, basic skill and are incorporate coding into their curriculums. For example, the UK, it says, launched a new computing curriculum during the current academic year, in which children as young as five are taught programming skills. In 2015 and beyond, Samsung predicts, such education innovations will gradually become the norm, with businesses, educators and governments working together to raise skills across Europe. Longer-term, it says, this trend will help spur the use of internships, as businesses recognize that they can benefit from welcoming young, computer-literate people into their organizations. “The need for employees to be computer literate,” Samsung says, will result in a wave of coding schools that will help longtime employees learn coding quickly.
Honesty will become a revered leadership trait. In a Forbes article, contributor Dan Schawbel predicts that “companies are going to start embracing transparency more next year as younger generations are demanding it.” Leaders, Schawbel writes, won’t just have to be good at inspiring and educating; they will have to be able to instill trust through honesty. “It’s only natural that people would want to work under leaders who are open about what the company is doing [and] where it’s heading in the future, and give honest feedback regularly,” he writes.
Niche becomes the norm. Korn Ferry’s Futurestep unit predicts “niche will become the norm” in talent acquisition. “Now that organizations grasp the power of data,” Futurestep says, “next year, the challenge will be to prove ROI on all activities using analytics.” Organizations, it notes, need to be clear on the touch points that fit best with the types of candidates they are looking to attract. To that end, it says, interest and demand in creating functional talent communities is becoming top of mind as businesses strive to target hard to reach groups.
“Niche talent requires niche strategies,” says Chong Ng, president of Futurestep’s Asia- Pacific operation. “Whether it is businesses seeking high-demand talent such as STEM candidates, or organizations located in high-potential growth locations looking to specifically attract local talent back in the country, employers need to be more sophisticated in their attraction and retention methodologies in order to find and keep candidates.”
Companies will set new hiring priorities. Website Customer Think predicts employers will pay a lot closer attention to soft skills in 2015. “In the past,” writes Marcelo Brahimllari, “candidates were hired for open positions based primarily on their skills and experience. The ability to ‘do the work’ was traditionally valued over other skills.” But with more competition for jobs and deeper talent pools today, Brahimllari says, many employers are considering candidates’ so-called “soft” skills just as much, if not more, than education and experience. Employers, he writes, want to hire applicants who fit with the culture of the organization and share in its values. Traits such as honesty, flexibility, positive mind-set, creativity and leadership skills, he says, are being looked upon as being just as important as the ability to crunch numbers or write code.
Look forward to seeing you back here in 2015! Happy New Year!