Photo: Zukunft Personal Europe
Workplace safety issues and dismissals. Labour strikes, lockouts and mounting numbers of resignations.
With all the above issues escalating, John Patterson, owner of the National Cash Register Company, in 1901, was pushed to his very limits. In a desperate – but certainly historic – attempt he decided to try something totally different. He set up a new team in charge of people management. And so the first HR department was born; tasked with creating the company’s compensation, employee relationships, workplace safety and compliance policies.
To be totally fair, those specific areas of people management did not transform that much in the following 100 years. To recap, early HR practices, over the first part of the 1900s, focused rather on a “watchmen” function and were tasked with keeping the record on employee data and initiatives. The second part of the 1900s was characterized by momentous societal changes that lead to more elevated expectations on equality and safety policies.
By today, not only is our socio-economic environment changing rapidly and constantly but the expectations of our employees as well. Gone are the days when the role of HR simply revolved around administration, compensation or protective regulation. What will become even more nuanced for HR managers in the future that will require the acquisition of new knowledge? In one single word: Everything!
Doubtful? Critical? Don’t click away just yet.
Keep reading as we bring you our top predictions as to where HR needs to focus on in 2019 and beyond, built on our conversations, with among others Ralph Hocke, the CEO of Spring Messe Management GMBH and the key takeaways from the 2018 Zukunft Personal Europe.
If you put this 1 million euro question to anyone: What’s the key of building a prosperous business?, I assume 90 out of 100 would reply: INNOVATION. For this very reason, here at the Zukunft Personal Europe blog, we discuss a lot innovation in the world of work and in particular Human Resource Management. Undoubtedly, innovation is a big thing in HR technology. Its main objective is to re-imagine the current HR processes and systems.
Per se, there are a legion of examples of HR roles that have been successfully and profitably innovated over the course of the last years. Indeed, we can’t recall the time when more transformative HR technologies entered the market. Many of these HR-enabling technologies have the potential to turn businesses upside down, foster and enable innovation. Is there more room for innovation? Are there sectors left untouched in the realm of HR where innovative technology hasn’t conquered areas for itself? Questions to which we hope you’ll find your answers by the time you get through this blog post.
The future of work. A topic that dominates the corporate agenda, headlines global conferences, and makes the biggest global think-tanks, such as the ILO or the OECD, set up working groups, with the participation of the brightest minds of policy and the business world to respond effectively and understand better the challenges that come with it. Are machines and AI going take all our work away? Is Amazon going to deliver our orders with the latest drone technology to our doors soon? Will 5G going to be available on our smartphones in the next year?
Questions, we all want answered.
One thing is certain: innovation and technology are changing the way we work and live in a rapid pace. Even the most obvious things, such as waking up in the morning or getting a ride midtown, have all completely got new meaning over the last couple of years.
Are employers caring for the mental wellbeing of their employees? If not, perhaps it’s time to reconsider well-being programmes and extending them from yoga classes and smoothie bars. Latest reports from the UK and Germany show, that the majority of sickness absence in organisations are motivated by psychological or mental health issues, rather than physical sickness. A 2017 study in Germany by the AOK, the federation of social security secretariats, has shown that out of 12.5 million employees that took a sick-leave following a life-event, 79% had to take time off work due to mental health and emotional problems. In the UK a staggering 70 million work days are lost each year due to mental health problems, costing employers approximately £2.4 billion per year.
Photo: spring Messe Management GmbH
Is employee onboarding still managed manually at your company? What is the best way to create recruitment videos fast and easy with your smartphone? How can companies track current skills gaps and identify areas for improvement easily through an app? How can you connect your employees with opportunities to take part in team-based challenges or fitness competitions?
In today’s business reality, companies always need new ideas and approaches, and now more and more often they do not come from the largest solution-providers in the industry. HR startups, many of them providing traditional companies with solutions to the above questions, have become the lifeblood of technological and service innovation over the last 5 years. From advanced recruiter-bots to alternative approaches to attracting and keeping the best talent, we love getting to know the up-and-coming startups who are pushing the envelope of the HR world a little bit differently, and a little bit further.
Photo: spring Messe Management GmbH
With the warmer weather the conference season is also upon us. If you are like us, you are also looking forward to the events of the HRM conference calendar of 2018. Where is the most useful place to learn about the latest HR industry trends, get inspired by opinion leaders and network with like-minded professionals? The Zukunft Personal events, of course! On this blog we talk a lot about Zukunft Personal Europe, the international flagship conference and expo of the Messe Management events, but did you know that the organiser team pulls together several other top HR gatherings as well?
Employer review sites have made an incredible progress from a platform catering to disillusioned employees and turned-away jobseekers, where they could vent their frustration and disappointment. The last years have seen these sites, and their member base growing in confidence and maturing into a reliable source of labour market insight for both job hunters and HR managers, even supply chains and researchers.
Photo: Andrea Enderlein – Zukunft Personal Europe
Please raise your hand if you’ve ever felt paralyzed by a conference call for paper. When you open up the application document you are hit with the stark black Times New Roman font on a white background, bumping off any creative writing you may have felt a moment ago. It’s a daunting-enough task to create a 20-slide deck to report your monthly business metrics – never mind putting together a 600 to 1000 words topic proposal for the Zukunft Personal Europe call for papers to be competed with thousands of similar applications.
Photo: Peter Porst – Zukunft Personal
To cater to the ever changing needs of their attendees, HR events, just as much as other meetings are constantly pressured to broaden their spectrum of topics covered and pump up the volume on everything they do from conference design to participant engagement strategies. The same trends that are shaping the world of work, like digitalisation, globalisation, demographic trends among others, are also influencing how HR conferences can best deliver on their promise to educate, inform and inspire visitors.
You can’t hide away from it: everywhere you turn Artificial Intelligence (AI) is embraced by industries and companies. Even the least anticipated sectors are taking advantage from the benefits of AI as, for example, in the music industry classical albums are being fully composed by computers, or in the news production sector where computer programs are collecting and personalizing sport related results, recaps and events to avid fans.
Artificial Intellingence is also shaping functions within HR such as recruitment, training & development or compensation & benefits. It shouldn’t be surprising, then, that by today Artificial Intellingence has become one of the main driving forces in lifting the burden off from the shoulders of HR, and there are two general directions towards which these developments are taking us. First: What is the best way of using the information gained from AI programs? And Second: What HR should do with its freed up time and resources thanks to AI? Is it really time for HR to take its well deserved place in the Board Rooms of companies and become a strategic partner, a role foretold years ago by HR thought leaders? Easy questions, but with no simple answers.