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Predictions for HR in 2014
2013 was a highpoint for HR, with integrating social recruitment and introducing gamification for functions such as performance management, employee engagement and skills development. It seems that social technologies will be paving the way for HR in 2014…
So what are the predictions for HR in 2014?
Hopefully, one of the things we’ll be seeing this year is an increase of HR managers developing their own social media strategy to help them search for top talent. The managers that do leverage off social media platforms, like Facebook and LinkedIn, will also attract more talent and be more successful in retaining this talent. In the article Bring your own device policies: IT consumerism risks, I spoke about how the Bring Your Own Device policy took South Africa by storm in 2013. In 2014, employees will build on this trend, using their devices to change how they work, communicate with their superiors and may even demand self-service employment apps for their smartphones.
It seems though that social media is going to be big this year. According to Forbes, these are the top three social media trends to watch:
1. New recruitment world order
Big data recruiting firms, such as Entelo and TalentBin, are taking advantage of the emphasis on social recruiting. These companies analyse not just a potential candidate’s LinkedIn and Facebook profiles, but also their profiles and feeds on speciality sites such as GitHub (for coders) and PEG (for editors). This means job candidates are assessed on their merits and contributions.
2. Job search apps
According to Forbes, Glassdoor.com recently conducted a survey that found 43%of job candidates research their prospective employer and read the job description on their mobile phone just 15 minutes prior to their interviews, but only 20% of Fortune 500 companies have mobile-optimised websites. The other 80% of companies are missing out!
3. Gamification in the workplace
We all know how games like Angry Birds and Candy Crush have been raved about by people all over the world. Gamification in the business context is taking attributes of games - such as puzzles and designs – and applying these to a range of real-world processes inside businesses, across the entire employee lifecycle, from induction to learning, skills development and employee wellness.
According to Forbes, gamification in the workplace is not just about using badges and leaderboards; it’s about truly understanding who you’re trying to engage and how gamification can change the way your employees work, communicate and interact with customers and colleagues.
Frew Murdoch is the assistant editor of HR Pulse. She is currently completing the last semester of her BA degree in Communications and English. "I stumbled across your review of our Ethics Guide published 28 June 2012 and wish to thank you for the positive and complimentary comments made – this was a lovely surprise and most rewarding. I will certainly pass this on to all co-authors of the Guide."
Christine Botha, co-author of 'Ethics in HR Management: A guide for HR professionals and line managers', had this to say:
