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Twelve 2018 HR Trends To Help Your Company (Part 1)

2018 HR trends are important to follow and potentially implement to ensure the ongoing health of your company. Every year, Total HR Management provides a year-end list of the percolating HR trends that are about to finish brewing and are almost ready to be served as a wake-up call. Beyond helping us to continue to provide quality service for our company clients, being aware of the 2018 HR trends helps us to stay a step ahead of the competition. As always, our goal as a professional employer organization (PEO) and human resources outsourcing provider is to offer needed services that are both useful and affordable.

2018 hr trends

2018 HR Trends

Since the rise in new technologies and the ongoing evolution of business models in the 21st century economy have accelerated the pace of change, the single article of past years is being divided this year into three parts. The 2018 HR trends that are now on the near horizon are multi-dimensional and cover a wide range of human resources optimization, employee administration, and business management. Through a quick look at each of these trends, we want to let our client companies develop an awareness of what could be coming down the line. Moreover, such trends might also strike a chord, making you realize what is needed to help your company continue to succeed moving forward.

Twelve 2018 HR Trends (1-4)

1) A Shift from Individual Development to Team Development

Although human resources have been focused in the past decade on the development of employees as individuals, there is a definite shift towards the development of the team model. The reason for the previous focus on the individual was a belief that it aided in the recruiting of employees, their ongoing development in their specific roles, and the effective assessment of individual performance. As opposed to this emphasis, the shift in 2018 HR trends is an emphasis on the development of each employee as effective members of a greater team.

As a result, the question is no longer how to adapt the team to the skills of a new employee but how to find employees that effectively fit into the existing team, improving what is already present without causing unnecessary disruptions. In order boost the present team by adding a new employee, a greater understanding of what makes a great team is needed.

How does a great team work together and deliver outstanding results for your company? 2018 HR trends begin with a manager’s ability to develop and strengthen the most productive and profitable teams within your organization. How do you turn such a logical goal into a working reality?

2) Wellness Goals Extend Beyond the Office

A focus on promoting wellness within the office has been a huge goal of 21st century HR efforts. 2018 HR trends will see this goal shift from inside the office to outside the office as well. Given the value of each employee having a sane work-life balance, new policies are being put in place to safeguard employees beyond the context of the office. For example, limits on the checking of emails during paid time off (PTO). Too many employees act like they are still on the job while on PTO.

Moreover, wellness programs that extend beyond the office can make PTO less stressful and more relaxing. By offering to share in the cost of dues to fitness clubs and spas, a little investment can go a long way. Debt management programs that remain anonymous also can help promote wellness by relieving stress.

Employees secretly struggle with many difficult life issues. The goal of wellness programs beyond the office can be to encourage effective stress management by supporting such struggles. Rather than hide their difficulties outside the office, wellness programs can help employees admit and effectively manage such challenges.

3) Working with Bots, Chatbots, and Artificial Intelligence

Perhaps the biggest of the 2018 HR trends will be the rise of bots, chatbots and the use of artificial intelligence to improve productivity and speed up massive amounts of busy work. Many companies already are using organizational bots fueled by artificial intelligence to help them manage the vast amounts of paperwork that go hand-in-circuit with talent acquisition, employee tracking, and benefits administration.

Many big companies receive hundreds, if not thousands of resumes for each job opening. Managing all this paperwork, even when its virtual in the form of emails and a variety of attachments, can bog a company down. Bots can help execute these tasks with impressive speed and precision, archiving and storing thousands upon thousands of HR documents.

Although organizational bots are fueled by artificial intelligence, the classic understanding of artificial intelligence is more apparent in the rise of chatbots. Marketers and promoters are using chatbots to deliver personalized experiences online. When it comes to HR within a company, chatbots can provide for the automation of tasks such as asking interview questions, finding matching candidates on social networks, scheduling meetings, and much more.

As an AI-powered virtual personal assistant, chatbots can help your company precisely accomplish goals without worrying about sick days or human error. If the programming is precise, the AI chatbot will do its job exactly as programmed 100% of the time.

For example, if you detail the questions needed for an initial interview with a flood of potential job candidates, chatbots can now handle the challenge of video interviewing. Imagine questions that are designed to elicit specific yes or no or multiple choice answers in an initial interview. Such interview data can then be analyzed by the AI technology at the heart of a chatbot. With the results of these initial interviews measured against a paradigm of ideal responses decided upon by the needs of your organization, candidates that do not fit in with the acceptable model easily can be weeded out.

4) Continued Rise of Flexible Working Arrangements

In the past two decades in the United States, the percentage of employees who have worked at least partially by telecommuting has quadrupled and now stands at 37%. Flexible working arrangements and work at home options have gone hand-in-hand with the rising importance of virtual private networks and online technologies. Given the free offerings of Google Hangouts, Skype, and other online meeting offerings, such flexible working arrangements can be met while also maintaining the presence of and communication between employees and managers.

Casual Fridays are now being replaced by work-at-home Thursdays and other flexible work arrangements that meet the needs of your employees. Work-at-home Mondays and Fridays are not recommended because they end up opening the door to extended weekend breaks. The goal of flexible working arrangements is to make sure that the work is actually accomplished. Once correctly instituted, however, flexible working relationships have been shown to increase employee morale, engagement, and commitment to your company.

Rather than hurting productivity and profitability, companies that have intelligently implemented flexible working arrangements tend to see improved performance from employees combined with a greater appreciation for the company. Moreover, breaking up the work week helps the employee to tend to personal needs and schedule a wealth of needed appointments outside of the office.

Since all the current research shows that happier employees perform better and tend to stick around longer, flexible working hours and arrangements where employees can work from home are a win-win situation for most companies. Such flexible working arrangement also seems to improve the performance of employees when they are actually present inside the office.

2018 HR Trends = The Future Success of Your Company

By knowing 2018 HR trends, you can help to ensure the future success of your company. In the second part of this article, we will examine the next four 2018 HR trends. However, you can take effective action for your company today. By taking the first step and calling (800) 975-5128, you could help your company on its long-term journey of sustainable success.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney

 


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