Do we really talk about trends in HR or would it be better to call them short-term hype? At the beginning of each year, most of the well-known actors on the HR market publish their expectations and trends for the upcoming year. We, at UKG do exactly the same – we publish our HR Mega Trends! How valuable are these trends about AI, employee experience or the future of work? Are we talking about one-hit wonders or should HR departments really consider this advice for their future journeys?
How can you keep track of the progress of your HR digitisation project? Keeping an eye on your performance indicators is a good start. Being able to analyse them quickly and increase efficiency is even better. Learn how to detect anomalies and spot trends to give you a greater overview and lead you to a successful HR digitisation project. Without ever forgetting that the devil is in the details.
Many of the most important decisions taken by a business take place in the HR department. HR decisions determine whether staffing and operational needs align, employees are fully supported and equipped to do their jobs properly or due diligence is applied in areas such as risk and compliance.
The era of data analytics has led many to believe that if it can’t be measured, it can’t be managed. This is a notion that needs to be challenged though in the new normal of virtual and homeworking due to the coronavirus pandemic.
Every year, we try to analyse global macro-level social and economic trends to make predictions about the future of work. At the beginning of 2020, we shared our 2020 MegaTrends with our customers and the broader HR community. We hoped to identify big topics that every HR leader has to have in mind to prepare their organisations for the years to come. Now 6 months later, we are faced with a massive public health crisis that no one saw coming. We are living through a global pandemic that has changed the way we work overnight.
Like you, we’ve been closely monitoring the latest news about the COVID-19 (coronavirus). As cases continue to increase both nationally and globally, we are working to ensure the safety of our people and our community, as well as the ongoing support of our customers. New updates are happening on a day-by-day—and sometimes minute-by-minute—basis, and we will continue to adapt our policies and best practices as needed.
The advent of the Fourth Industrial Revolution (4IR) presents both significant challenges and opportunities for the HR function. Organisations are at various stages of the digital transformation timeline. For some sectors, wholesale digital disruption is already a reality and digital transformation demands a reinvention of their offering to customers.