HR-Net – Viden, dialog, kompetence, netværk
What important HR trends for 2019 do we sense?
We choose 10 trends for the 2019 list. It could have been 8,9 or 11, but 10 it is.
Historically HR has focused very much on standardisation and “One-Size-Fits-All”. Making the shift to an approach where the individual needs, wishes and capabilities of candidates and employees are the starting point is difficult. Traditionally, many HR-practices take the needs of the organisation as the starting point. An example is recruitment: we have an organisation structure, with a hierarchy, and well-defined jobs. Next step: how do we find the candidates that can fill the vacancy? Another example: most onboarding processes are designed top-down: what do we want new employees to know when they enter the organisation? The reverse question is hardly ever asked: what can we learn from the new employees who enter the organisation?
Also Learning & Development has a hard time to make the shift to an individualised approach. We still see many programs targeted at groups (e.g. high potentials, senior managers), with a large classroom component. Office design is an area where the standard approach has backfired. Most of the new office designs now take the different needs of users into account. If you are work better near other people and if you regularly need advice from colleagues, you can work in open space. When you need to concentrate on a complicated report, you can sit alone in a quiet room. For a call with a client, you can find one of the small phone booths.
In 2019 personalisation will get a lot of attention, and employees and organisations will benefit.