The last couple of years have brought a number
of dramatic changes in redefining the essence of great workplace. Employee
satisfaction has become a strategic role for HR. In this context, it’s
important to turn around a take a gist of of what practices can be eliminated
and what needs to be brought in.
Below is a list of the four trends that are
most likely to impact HR in 2017:
1. New generation ready to take the place of Millennials.
We are just settling in with buzz raised by
the millennial work force, what their needs are and how they should be dealt
with. Just when we have figured out, it’s already time to welcome the new
generation into the scene. The millennial are older now! The challenge is
to once again identify the mindsets and expectations of the new generation and
align the organizational culture accordingly while understanding and working
toward making the millennials ready to lead.
2. Top seat for organizational culture and ethics.
Several companies in the past few years have
been scandalized for harmful cultures that harnessed unethical business
practices. Thus imposing high standard set by top management that squeeze out
employee energies from all corners, leading employees to cut corners to reach
them. A C&D university research concludes that employee satisfaction is
almost always associated with effective and ethical cultures.
Building a strong culture cannot happen with
efforts of a clustered management group alone. Opinions of everyone must be
considered. Hence, a significant challenge for HR in 2017 will be to find ways
to collect honest employee feedback regarding business practices and see how to
make amends accordingly.
3. Annual appraisal – What is that?
Annual performance review is passé now, as we
all know. Several companies like Deloitte, Adobe, Accenture, GE and SAP announce
that they are eliminating annual performance appraisal in the year 2015-2016.
But it has been observed that this did not the serve the purpose as
This proves that just eliminating the old
systems is not enough, but systematic and strategic re-design of the process is
the most important. This trend in the year 2017 demands HR to make extra
efforts on collection of data for change management so as to perfectly redesign
up-to-date performance management system that works in the favor of the
4. Separating pay from performance
After ditching the annual review the major
issue faced by the organizations is the question about the pay, should the pay
be increase the same way. But, linking performance and pay is continued, then
the main purpose of leaving annual appraisal is defeated.
A method has to be created using a learning
based approach with high feedback. This will be a challenge to
Moving forward with the above things in agenda
will immensely keep the organization flowing free and fluid with the right