5 Things To Watch Out For In HR In 2017

It’s the last month of the year! Whoa – time really whizzed by but we are glad we will soon be ringing in the New Year! But before that happens, let us ponder over fresh HR and workplace trends that are set to bring a big but a positive change in 2017.

The HR department no longer offers just recruitment services. In the last several years, it has evolved to perform a wide range of functions such as cultivating a healthy office environment, onboarding employees through scientific methods and retaining the creme de la creme.

You will agree that HR and talent management moved more in terms of social, mobile, analytics and cloud in 2016. That was a big step indeed! Moreover, companies are now slowly adopting smart learning technologies to engage and train employees, especially the millennials as this group plans to step in and take up half of the workforce by 2017.


Naturally, in the coming months, we expect to see many breakthroughs in workforce management that are not only in favour of the organizations but also employees from all age groups and backgrounds:

1. Re-evaluation of employee benefit packages

There was a time when exotic perks and packages such as free meals, unlimited vacation, on site yoga classes and more would instantly grab the attention of employees. These packages still do, but studies suggest that such flashy benefits only have a small effect on employee satisfaction.

In 2017, most organizations will re-evaluate their benefit packages to ensure they serve a targeted investment, deliver greater employee engagement and keep talent on board for a long term. The focus will be more on productivity.

According to Glassdoor, the emphasis will be more on perks with more substance than style, such as paid leaves and comprehensive healthcare packages.

2. Strengthened employment brands

“What makes your organization a great place to work in?” is a question that will be asked more often in job interviews to employers. A research by Accenture shows that recent college graduates care more about workplace culture than compensation. Another study by Well Fargo revealed that 39% of employers will offer more of health and wellness benefits in 2017.

To make sure your offerings are aligned with employee interests, ask candidates personally during interviews, review online studies and invest in analytical tools to understand what really makes your organization great!

3. Greater use of technology

2017 is the year when the HR departments across industries will leverage more technology than ever before! According to Broadbean, HR will adopt more integrative apps to seamlessly bring together various systems such as onboarding, training and performance management.

Oust, for instance, is a micro learning platform that offers three main solutions:

a. Hiring: Its SaaS solution on mobile and web makes it easy for organizations to manage large volumes of applicants to shortlist candidates.

b. Onboarding: Its mobile solution delivers voluminous content in the form of short gamified micro courses. For instance, a 10-page document can be delivered in a short micro-course of 5 minutes or less. With real-time analytics, it is also possible to tell how well the candidates have understood the content.

c. Training: Oust provides a cutting edge technology based mobile solution which drives learning through reinforcements which are short, engaging and fun.

d. Evolution of the learning market

Gone are those days when training was treated as a one-off or once-a-year thing in an organization. With information spreading faster than ever and changes taking place rapidly across spectrums and industries, it has become all the more important to stay relevant as a professional!

This is the time and age of ongoing training programs where in employees have to learn continuously to be able to make themselves a valuable asset to the organization. Today, employees have to sharpen their old skills and acquire new ones to stay productive and at the top of their game!

With new product launches and constant changes in the market and industry, there is a need of a cost-effective way to become an e-learning organization.

Thanks to platforms such as Oust, it is possible to ensure the learning outcomes are tailored to individuals and delivered one at a time, at regular intervals – driving engagement, retention and the desired behaviour.

5. Introduction of social recruitment

It is believed employee turnover can be greatly improved if the recruitment is done right. Hiring people that fit culturally will not only reduce the risk of departures but also allow the organization to focus on how the potential candidates can be targeted and assessed.

There is no doubt that employee referrals are a proven tactic, but social recruitment to grow steadily in 2017. For instance, the retail industry relies heavily on younger millennial and generation Z employees who are obsessed with social media and mobile technology. This means HR needs to embrace these channels when recruiting for retail.

Exciting times ahead…

Technology is paramount in HR now and there is no denying that. Today’s workforce market is becoming more flexible, more transparent and skill-centric, and let’s not forget the behavioural changes that have taken place after the advent of social media and increased internet usage.

The biggest challenge for HR perhaps is not just to recruit the right kind of individuals but also invests in growing the skills of its employees by leveraging technology to its fullest.

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