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4 Critical Human Capital Issues to Expect in 2015

4 Critical Human Capital Issues to Expect in 2015

With 2015 just around the corner, you’re already preparing department budgets, updating employee benefit programs, and developing new relocation policies for the coming year. Yet, have you considered your talent strategy? What will 2015 look like inside your walls?

Your HR team will face significant challenges in the new year. Leadership resources will be more scarce. The workforce will continue to age. Recruitment will truly go global. Looking into the crystal ball, we predict four critical human capital issues to expect in 2015:

  1. Employee Engagement Will Matter More than Ever. Where “employee engagement” was the buzz phrase of 2014, it will be the bedrock of 2015. Top employers have already moved past trivial perks, casual Fridays, and free lunches. Instead, they’ve refocused on clear career advancement opportunities and developmental workshops to ensure employee long-term career paths are aligned with organization goals. To really improve employee satisfaction and engagement in your office, consider improving these 18 factors.
  2. Learning Organizations Will Retain the Best. The key to retaining top-tier talent is improving opportunities to learn and grow. Leveraging career development partnerships, your human resources team can position the company as a learning organization, no matter your HR team’s size. Through competency-based training programs, you encourage employees to take part in planning their career path within your walls — transforming HR into a strategic partner that impacts employees’ long-term career success.
  3. Recruiting Never Stops. Gone are the days of posting a position on your corporate website and waiting for the ideal résumé to appear in your inbox. Continuous recruitment means searching for ideal employees as a part of everyday HR operations. By anticipating potential changes in staffing needs, you can effectively manage demographics and cultural transformations.
  4. Talent Sourcing Knows No Borders. Globalization has increased the demand for talent everywhere; yet, only 20% of companies currently source talented people globally. However in 2015, you can expect companies to strategically analyze new markets and rapidly ramp up their global sourcing of talent. Recruiters looking to gauge a candidate’s readiness to move before putting an offer on the table can utilize self-assessments and one-on-one coaching to help the candidate evaluate important family, lifestyle and career concerns.

Did we miss one of your company’s critical human capital issues? Tweet it out via @impactgrouphr or comment on LinkedIn.

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