After economic factors the demand for flexible working hours and changing demographics are the next two main factors. HR professionals are much more confident in adapting to these changes, which could help their organisations change employee/employer relationships, social media and demand for social responsibility. Managing a multigenerational workforce effectively is challenging but companies will see the benefits of embracing quality and inclusion.
In response to these trends the CIPD is urging HR teams to consider the following questions:
- What steps are you taking to communicate clearly and consistently with employees regarding changes or potential changes to EU immigration policy?
- Are managers equipped to respond to employees’ concerns regarding the implications of political or economic trends, such as Brexit, affecting the organisation?
- Do you have a process in place to monitor economic and political developments and consider the implications for HR and your business?
- What are the implications of changing demographics? What are the skills and training requirements for new generations? What skills will managers need?
- How do your communication strategies, incentives, benefits policies and retention strategies reflect the changing needs and desires of your workforce? How do you know what your employees need to perform at their best?
- What will your future workforce need and expect from their employer? How will your talent management strategy help your organisation attract, develop and retain the workforce it needs for future success?