The document outlines key HR goals and objectives for 2014, emphasizing simplification, innovation, agile management, big data utilization, talent acquisition, social media engagement, and leadership development. It reflects on the challenges faced in 2013, including a competitive talent market and the need for HR to adapt to new technologies and cultural shifts. The focus for 2014 is on creating efficient processes, enhancing corporate culture, and developing internal talent to ensure HR's strategic alignment with organizational goals.

1. HR
GOALS &
OBJECTIVES
2014

2. HR Goals and
Objectives
2014
Key tasks and initiatives for HR in
2014

3. Content
1.
About creative HRM
2.
2013 Summary
3.
2014 Key HR Goals
1.
HR Simplification
2.
Innovation
3.
Agile HR Management
4.
Big Data in HR
5.
War for Talents
6.
Social Media
7.
Leadership
4.
On going HR Challenges
5.
HR Readiness for Future

4. ABOUT CREATIVE HRM

5. About Creative HRM
1.
Creative HRM is a website fully devoted to
modern and agile HR Management.
2.
It covers all HR Processes like the Talent
Acquisition, Compensation and Benefits,
Organization Design, Training and
Development, Leadership Development,
Employee Relations and HR Development.
Click
to visit!
3.
Creative HRM is a source of the
contemporary HR practices focused on
building the competitive advantage for your
business.

6. HR SUMMARY OF 2013

7. HR Summary 2013: Big Trends
1.
Growth: the economic recovery in the USA, Europe still struggling; no
positive outlook for 2014 and mixed news and forecasts
2.
Unemployment: the unemployment stable in the USA compared with
the last year, unemployment still on a rise in the western Europe;
Central Europe still struggling and unable to return to solid growth
numbers
3.
Costs: HR still asked to cut costs to increase the productivity of
organizations; the simple cuts are not possible to make and the
workforce becomes affected with each additional cuts in HR costs
4.
Technology: HR still waiting for the first successful implementation
of HR big data; the first worldwide implementation of the big data
solution will set the benchmark to measure against

8. HR Summary 2013: HR World
1.
War for Talents: even in the environment of the high unemployment the
organizations are struggling to find highly skilled and performance
focused employees; the big change in the talent acquisition still not
coming; War for Talents will stay as a key topic in 2014 for many HR
departments
2.
Social Media: Human Resources still not able to find the right way to
approach social media; HR is not able to think about target audiences as
the pure marketing function; HR still has no clarity about segments it
should communicate to; 2014 will be the year of HR social media
3.
HR Model: the economy changes, but the HR model does not react to
challenges and changes; HR still organizes itself using the model by
David Ulrich; maybe the change in trends will be brought in 2014

9. HR GOALS AND OBJECTIVES
2014

10. Key HR Goals and Objectives
1.
2.
3.
4.
5.
6.
7.
HR Simplification
Innovation
Agile HR Management
Big Data in HR
War for Talents
Social Media
Leadership

11. HR Simplification
1.
HR Management needs to be kept as simple as possible, because internal clients are the key users
of HR tools; if tools provided are too complex and the clients do not understand how they are
connected with other processes and tools – they do not use them at all; HR has to simplify its
operations and empower managers and employees
2.
HR Policies and Procedures become highly integrated and complex as the theory of the HR
Management evolves, however the internal clients are usually looking for simple and quick
processes, which solve their immediate needs; the policies should be more guidelines not detailed
HR policies covering all details
3.
Simplified HR Management empowers managers and employees; HR lets managers to choose the
best solution and approach, they really need
4.
Simplified HR can do more with less resources and it can impact positively the performance of the
organization; the managers do not wait for the solution; they just pick solution and go forward with
the implementation
5.
HR has to change its processes and procedures as the simplification can be introduced; it has to
invest into the development of people management skills
6.
Simplification of HR Management procedures using a Voice of Customer will be a priority in 2014.

12. HR Simplification is about
a complex change of HR
Operations and the
empowerment. By
reviewing key procedures
and processes HR brings a
simplified HR Model.

13. Innovations
1.
The western organizations use innovations as a key source of the competitive
advantage. HR has to design tools and procedures to support innovations and their
implementation in the organization.
2.
Most HR Departments do not design processes and procedures, which support
innovation. HR does not introduce a training programs for managers so they
support creative ideas of employees.
3.
Most creative ideas are killed, because managers see them as risky and dangerous.
They can change the status quo. HR has to design a program, which changes the
mind of the line management.
4.
HR has to design procedures, which reward creativity and the courage to implement
new ideas. The reward and recognition program has to demonstrate the value of
innovations to the organization.
5.
HR will have to strengthen its role of the Change Agent in 2014 so the organization
can bring new products and services. The true innovation are not invented by the top
management, they evolve from storming ideas.
6.
HR Goals and Objectives 2014 have to incorporate innovations as a key HR
challenge to be supported.

14. Innovations are a key
source of competitive
advantage today. HR
brings tools supporting the
natural evolution of
innovative ideas.

15. Agile HR Management
1.
Simplicity and speed are the key differentiator of the successful HR
Department.
2.
The agile HR Management is about getting ahead of the curve and
influencing key initiatives in the organization. The agile HR Department is
leading initiatives and it does not react only. It leads.
3.
Being agile allows to HR Business Partner to propose a solution before
the urgency arise. It is highly valued by managers and employees. Being
reactive is just a sign of slowness and opposition.
4.
The agile HR Management is a key demand of modern leaders; they
require HR to be proactive and helpful.
5.
The agile HR Management is interconnected with the empowerment and
simplification of HR structures and HR decision making processes.

16. The agile organization
moves forward quickly. The
agile HR Department is a
real partner for managers
and employees. It brings
solution before the urgency
arise.

17. Big Data in HR
1.
HR collect huge amounts of data about employees, their performance,
attendance, skills and achievements.
2.
HR data are not usually well connected with other data available in the
business. Making any analysis is a pain for Human Resources. It makes
the decision processes slow.
3.
HR has to cooperate with IT to develop a true HR data storage, where all
data are available. All access right managed properly and all managers
can see data about their employees.
4.
HR has to design its HR Big Data Strategy. Data available to everyone will
make decisions more precise and easier to accept by managers and
employees.
5.
Year 2014 will be about big data in Human Resources. Each modern HR
Department has to prepare its implementation strategy.

18. HR Big Data will be a huge
change for Human
Resources. Making
decision on real life data
builds a difference.
Get ready.

19. War for Talents
1.
The shortage of talents will become permanent. HR has to define a
competitive strategy to win a share of the top talent market.
2.
HR has to update the recruitment strategy again so the organization hits
the defined target audiences.
3.
HR has to update its recruitment procedures so the job offer can be
released within days not weeks.
4.
HR has to define the recruitment plan so the recruitment affairs can be
planned and the right talents are targeted.
5.
HR has to design an attractive recruitment communication strategy so
the viral recruitment becomes a strong recruitment channel.
6.
The competitive package needs to be designed and the package should
not be just about the compensation offered.

20. The creative HR Function
designs the recruitment
communication strategy,
which attracts top talents.
The viral recruitment will
be a hit in 2014.

21. Social Media
1.
HR has to create the social media strategy, which covers internal and
external social communication of the organization.
2.
Social media have the power to change the way HR communicates with
employees. They can engage employees and allow them to lead some
initiatives in the organization.
3.
Social media cannot be treated as a simple recruitment channel. Social
media allow the collaboration of internal top talents with engaged
external communities.
4.
HR has to design policies, which encourage employees to share
innovations and ideas internally and trying to shape ideas using the help
of external communities.
5.
HR has to become active in different social media and it should allocate a
proportion of the budget to be spent on social media development and
presence.

22. Social media can change
the way Human Resources
communicates. Social
media can engage
employees and help to
build highly productive
teams.

23. Leadership
1.
An organization without a strong leader is an organization in
a decline. The leadership development is still one of
persistent goals for Human Resources.
2.
HR has to be a true partner for the leadership team of the
company to identify all young talents in the organization.
3.
The strong leadership development programs needs to be
put in a place to ensure the future of the company.
4.
Current leadership development programs have to be
reviewed to ensure that these programs generate results.
5.
HR has to map the market to identify all promising young
leaders working for competitors. Their values should be
evaluated against the company corporate culture, if they are
a good fit.

24. A leader is the future of the
company. HR has to be a
strong partner for the
current leadership team.
Find a leader of the future.

25. OTHER HR CHALLENGES IN
2014

26. HR Challenges 2014
1. Corporate Culture
2. Talent Development
3. HR Development

27. Friendly Corporate Culture
1.
The corporate culture builds a real difference. HR has to
become the owner of the corporate culture together with the
leadership team.
2.
The friendly and rewarding corporate culture is the right fit
for the organization of the future. The young talents do not
search for the horizontal career, they search for the friendly
and open environment, which allows the personal growth to
them.
3.
The change of the corporate culture is a long term activity,
but HR has to start influencing the leadership team
immediately.

28. Talent Development
1. HR cannot build its practices using the belief that
talents can be bought on the job market. The
talents have to be cultivated internally.
2. The talent development programs are aimed to
enhance skills and competencies and protect
know how of the organization.
3. Talent Development programs focused on
technical know how will be rising in the near
future.
4. Just the company able to keep and enhance its
know how will be successful long term.

29. HR Development
1. HR cannot be become the weakest part of the
organization.
2. HR has to focus on the development of HR skills
and competencies. It has to focus on building the
business acumen. HR Professionals should be
able to run business as the leaders.
3. HR should not be focused purely on the HR
agenda, HR has to become a real business
partner, sharing all business goals and objectives.

30. HR READINESS FOR
THE FUTURE

31. HR Readiness for Future
1. HR Model
2. HR Business Partner
3. HR Business Culture

32. HR Model
1. Is your HR Model the best fit for the
organization your leaders plan to build
tomorrow?
2. Is your HR workforce distributed fairly
to balance the workload during the
year?
3. Is your HR Model interconnected with
the right business processes?

33. HR Business Partnering
1. Are your HR Business Partners
contributing to the growth of the
organization?
2. Are your HRBPs able to recognize
coming issues in advance?
3. Do they implement HR best practices
or they just bring issues to HR?

34. HR Business Culture
1. Is your HR culture well balanced? Is not
focused just on employees? Is it
focused on achieving business results?
2. Do you know which products do you
sell, how and what is the overall
profitability?
3. Do you know how to improve your
business?

35. HR GOALS AND OBJECTIVES
SUMMARY

36. Key HR Goals and Objectives
1.
2.
3.
4.
5.
6.
7.
HR Simplification
Innovation
Agile HR Management
Big Data in HR
War for Talents
Social Media
Leadership

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39. About Creative HRM
1.
Creative HRM is a website fully devoted to
modern and agile HR Management.
2.
It covers all HR Processes like the Talent
Acquisition, Compensation and Benefits,
Organization Design, Training and
Development, Leadership Development,
Employee Relations and HR Development.
Click
to visit!
3.
Creative HRM is a source of the
contemporary HR practices focused on
building the competitive advantage for your
business.

40. HR GOALS AND OBJECTIVES 2014
THE BEGINNING AND THE END