THE HR OF 2013

2012 as a year for HR demarcated workforce innovations, increased social media usage, holistic engagement, transformed development, strategic mobility, glocal talent teams, enterprise career development, gamification, borderless leadership, flexible use of technology and big data segmentation.  So what will be the trends that will follow in 2013?

·         GAMIFICATION: A YARDSTICK: The Gamification of HR will continue to be incorporated in the HR process including recruitment, training and development, organizational development, department Interfaces, ethics, cross and internal processes etc, and will help employers to excel the effectiveness. It will motivate people, drive productivity, improve employer-employee satisfaction and add information. It is how the new diversified workforce is engaged in the present scenario.

·         Increasing significance of PERSONAL BRANDING:  A rapidly developing and vital strategy that will be seen in 2013 for HR practitioners in the top stratum of the profession is to build on and maintain their personal branding. This has been realised that it is a significant contributor to career advancement. In this month’s Instep, we discuss personal branding and share tips on how HR professionals can develop, enhance and maintain their brand.  HR professionals will think about what sets them apart from their peers and competitors in the market and how they can strengthen their personal brand and therefore their competitive advantage.

·         Re-imaging Recruitment:  The traditional idea of expecting to get selected on the basis of the beautifully sequenced resume has already started to die. As an advice for candidates catch on to the employer’s internet focus. Social media tools and advertisements for talent acquisition will grow dramatically in 2013, compelling job boards and staffing agencies to reengineer their offerings. In 2013, talent acquisition will radically move from being the “staffing and recruiting” function to a full-fledged part of organizational talent management.

·         New Models, diversity and “women-power” will steer leadership strategies:  With the rapid changes and development taking place organizations will have to rethink about their leadership strategies models to embrace demands for global awareness, diversity, communications, speed and agility in their workforces. The introduction of more gender-balanced boardrooms is of strategic significance. According to the DBSI and their report ‘Women on Boards’, companies with more women on their boards were found to outperform their rivals with a 42% higher return in sales. Diversity creates new ideas, discussion and innovation and will be a crucial factor for companies to thrive in 2013 and beyond.

·         Adapt. Advance. Accelerate:  Uncertainty, issue convergence and factors beyond our control will continue to transform market places, government and business in the foreseeable future. And that is bound to happen, but what’s more significant and critical is to understand that transformation, how it impacts your company and what to do about it enables you to use those changes to your advantage. This will be accomplished by different companies in different ways, but growth strategies, operational performance, regulation, risk intelligence and emerging technologies will play critical roles in your ability to benefit from the changes taking place.

So prepare yourself for a more challenging yet interesting HR of 2013!