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What Changes can you expect in HR in 2017?

HR has come a long way in becoming a strategic player that adds a lot of value to the business. Functional work has been almost eliminated to avoid complexities. Manual tasks have been replaced by automated processes, reducing errors and time. All in all, 2016 has definitely been excellent for HR practices. However, 2017 is going to be even more exciting.

While we saw organizations give more importance to organizational efficiency, workplace wellness and employee well-being, all this is only going to accelerate in the coming years. Efforts will be made towards improving employee engagement, bringing in more flexibility, boosting career growth and planning.

HR has always been slow in adopting technology to find, screen and recruit new talent. This trend has already started to change and 2017 is going to see an improved adoption of the latest technology.

Here is a list of trends that are likely to surface in the field of HR this year:

Focus on Improving Employee Experiences

Enhancing customer experiences have always been the focal point of all businesses till now. Nevertheless, employers have to now work hard towards keeping their employees happy. This is the only way to fill up the skill gaps that is one of the main challenges being faced by HR today.

Better compensation, more benefits, job security and respectful treatment were the contributors for job satisfaction in 2016. HR trends in 2017 will see more of job perks, paid parental leave, career tracking and more to make sure the skilled employees don’t leave.

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Strategic Human Resources Management

Human resources should never just be a glorified retention department for employees.  Human resources should be a safe space for all to feel comfortable coming to and talking about whatever is weighing on their minds.  HR should also be an opportunity for companies to learn more about their employees without being invasive or prying.

When a problem arises, human resources management should be able to identify, solve, and learn from them to reduce wasted resources.  In order for human resources management to work efficiently, they need to address cultural, personal, and business strategies.

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Man vs. Machine

So will machines actually replace human beings in the future?

It was in 1997, when Deep Blue, IBM’s supercomputer, defeated Gary Kasparov, the reigning world chess champion of the era that people started asking…

Is a machine actually smarter than human beings?

Will machines replace humans in the future?

This wasn’t about industrial machines that could lift up heavy material or pull metal that weighed metrics of tons. This was about the machines with cognitive abilities.

Yes, it was only to play chess that it was programmed; but this only emphasized the fact that a machine can indeed be programmed to think and act like human beings.

Many are still under the impression that the disruptive nature of the machines of the modern day, poses a risk to the human race, creating problems for big business. However, this is not true.

The main objective behind Artificial Intelligence is to help humans take advantage of the knowledge and resources available and solve the problems that matter the most by working together with these machines.

It is about achieving the right balance between human beings and automation to come up with the optimal outcome.

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Using Social Media for Recruitment

Coming up with the Perfect Social media recruiting strategy

Do you have a social media recruiting strategy in place?

It is high time you had with one; else you might just be missing on some of the most fantastic job candidates.

Till now you must have used social media for many things…

To promote your small business

To keep in touch with your friends and relatives

To establish business connections

However, you will now have to use this platform to find potential employees for your company, unless you are okay with your competitors snapping them up.

It is the age of Millennials across the world. It is LinkedIn, Twitter and Facebook that these Millennials use, to look for jobs. It is on these social media platforms that you will find the largest pool of applicants who are highly qualified and talented.

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She Power
Adapt to She-Power

Do you actually think a leave of three months is good enough for a woman executive to get back to her career leaving her new-born in the hands of a nanny?

Possibly not!

Unfortunately many companies continue to feel a twelve-week leave is more than enough. They do not think about the support systems or about the adjustments a woman has to make after giving birth to a child. The Result? They lose their women executives.

Harleen Arora, a senior executive with a multinational bank quit her post when her request for more than those twelve weeks of maternity leave by the content management firm she was working for, was unceremoniously turned down. It has been two years now and she regrets her decision. She thinks she could have tried to retain her job by negotiating with her boss, rather than giving in to her personal circumstances.

Meenakshi, another 26 year old executive, found herself in the same situation after giving birth to her child.

In fact 48 per cent of the women in India have to give up their careers in the mid-way owing to their family responsibilities. Those who don’t give up, end up taking too many leaves to care for their children and assume their family responsibilities. This will in turn affect their appraisal prospects and promotions.

In some way this affects the companies too. Not only do they lose talent, they will have to spend extra time and money on recruiting new people and training them to fill up the positions. Even after doing so, the new employees may or may not be able to contribute much towards the profitability and the success of the company, the way the previous employees did.

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