Big Data, restructuring and recruitment of talent, HR trends for 2017

Big Data
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The Human Resources sector is one of the biggest beneficiaries of digital transformation and technological revolution. We are talking about the trends that will emerge in the field of recruitment and recruitment during 2017.

The sector Human Resources is subject to constant evolution and has experienced many interesting changes in the digital age in which we live. These are times characterized by globalization, increased mobility that allows models more dynamic work focused on the achievement of objectives and the increased productivity, exploitation of cloud computing technologies to manage teams or new selection techniques such as social Recruiting, implemented through social platforms.

Big Data
Image Source: Google Image

How to evolve departments and trends in Human Resources in 2017 ? According to data from companies like Workday, application specialist cloud finance and HR or Cornerjob, management and personnel recruitment pass through digitization and use of technological resources, led by the importance of Big Data and talent management more personalized way.

Talent, analytics, gamification and branding

First, the use of Big Data predictive is key in the sector, combined with the Small Data. The first one draws conclusions about a massive volume of data collected by algorithms and the second focuses on the particular interviews and direct observation of clients. Analytics is key to decision making by HR managers, in addition to predicting the need for training, resources and promotion of each department in line with the reality of the people who form the template.

In Human Resources will highlight the next generation of Data Storytelling, which will push Human Capital Management (HCM) solutions – or human capital management systems – to the understanding of ideas for strategic decision making, according to the latest report Of Workday.

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Another trend will be the restructuring of templates employees based on demographic change, since 2020, more than half of workers will millennial, which will lead to new training needs, changes in corporate culture of companies and new structures based on the concepts of flexibility, mobility and decentralization of work.

Talent management will be more personalized and new profiles will be sought, especially highlighting referred to as “chameleonic employee” with great capacity to adapt to changes and learning new skills and competences in short periods of time. To find the desired profiles and recruit and retain talent, you must propitiate the growth of employees within the company, establish good – not only economic- incentives and seating systems that allow personalized experience in the development and career opportunities.

The technology will allow for greater transparency in the departments of Human Resources, thanks to improving tools for assessing employee performance evaluations in real time to improve decisions. Workers will also have the opportunity to give feedback to the company, generating a closer and more humanized relationship.

In the field interviews, they will settle resources such as videoconferencing to avoid displacement of candidates for the location of the interview or techniques such as gamification, which allows the candidate to experience what it would be her life in the company and facilitates training more advanced and motivating.

Finally, also charged weight called “Digital Employer Branding” or development of personal brand by recruiters and employers, essential to attract talent of digital candidates, increasingly active and eager to online research the companies where they have Opportunities to develop as professionals.

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