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Get Ahead of Your Competition: 10 Global Human Capital Trends You Must Know

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Sponsored by Ideal.com, Carolyn Lawrence, Leader of Gender Diversity and Inclusion at Deloitte, presents the 10 global human capital trends currently transforming the workplace including diversity, culture and engagement, and people analytics. Learn more: http://bit.ly/2dC9Nv1

Published in: Recruiting & HR
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Get Ahead of Your Competition: 10 Global Human Capital Trends You Must Know

  1. 1. © Deloitte LLP and affiliated entities. 2 Sponsored by Ideal.com builds software to eliminate hiring mistakes. Ideal instantly shortlists the best candidates for your company using people analytics. Ideal empowers Talent Acquisition to make more precise, accurate and efficient hiring decisions.
  2. 2. . 1Global Competitiveness Report 2015, 1The 2016 Deloitte Millennial Survey © Deloitte LLP and affiliated entities. 3 Globally, Canada places 18th on technological readiness1 and 29th on technology absorption. 61% of Canadian millennials plan to leave their organization in the next 5 years2. Globally, Canadian organizations rank 23rd in their capacity to innovate. Canadian organizations are 23% less productive than the US, and the gap is growing1. STATE OF INNOVATION

  3. 3. 4© Deloitte LLP and affiliated entities. What talent issues are important to Canadian business and HR leaders? And how ready are they really to address them? Our survey reveals some discrepancies.
  4. 4. 5 IMPORTANCE AND READINESS © Deloitte LLP and affiliated entities. Engagement Culture Leadership awakened Organizational structure HR skills Learning People analytics Design thinking Digital HR Contingent workforce 41% 21% 27% 22% 36% 32% 48% 33% 52% 42% 62% 67% 74% 76% 78% 79% 89% 90% 90% 91% Importance Readiness
  5. 5. 6 TREND 1 ENGAGEMENT © Deloitte LLP and affiliated entities. Canadian companies have yet to catch up with the realities of their workforce. It’s causing employees to disengage.
  6. 6. 7 TREND 2 CULTURE There is a significant gap in how leaders and employees view their organization’s ability to drive the desired culture. © Deloitte LLP and affiliated entities.
  7. 7. 8 TREND 3 LEADERSHIP © Deloitte LLP and affiliated entities. Only 18% of respondents have faith in their leadership bench strength. 54% Adequate 23% Weak 5% Very weak 2% Very strong 16% Strong
  8. 8. 9 TREND 4 ORGANIZATION DESIGN Only 7% of organizations are structured by cross-function or by project/program. A greater percentage (43%) is still structured by function. © Deloitte LLP and affiliated entities. The external business environment demands flexible, adaptable networks of teams and resources. Companies are decentralizing authority and eliminating bureaucracy in response.
  9. 9. 10 TREND 5 HR SKILLS For HR to truly be a business partner, it needs have a deep understanding of business issues and of how HR can have an impact on the business. © Deloitte LLP and affiliated entities. of respondents, both HR and non-HR, say their company’s HR functions have a very good understanding of their company’s products, services and profit models. 14% of respondents report their organization is adequate or excellent in driving major business change (such as organizational design and workforce transition); 30% say it’s weak. 70% 8% report their organization’s HR is highly skilled in addressing global HR and talent issues.
  10. 10. of respondents cite corporate learning as the primary means of employee development. of respondents rate the effectiveness of current training and development programs as either effective or very effective. 11 18% 16% TREND 6 LEARNING © Deloitte LLP and affiliated entities. 18% Of respondents say their organizations use Massive Open Online Courses (MOOCs) to support employee development.
  11. 11. of respondents rate the quality of the data they have available for HR analytics as poor, and only 2% says it’s very good. 12 28% TREND 7 PEOPLE ANALYTICS © Deloitte LLP and affiliated entities. 5%5% 15% 14% 18% 13%13% 18% Areas where HR analytics is used Recruiting and sourcing Retention and attrition prediction Workforce planning Compensation Benefits Performance management Career progression and succession management Other
  12. 12. of respondents say they have a very good understanding of design thinking and 14% have a good understanding.
 of respondents say design thinking is not very or not at all prevalent in their HR and talent programs. 13 65% 11% TREND 8 DESIGN THINKING Design thinking puts the employee experience first, helping to improve productivity by designing enjoyable, compelling and simple solutions. It’s most commonly practised in the brand/marketing, product development, and customer-service areas. © Deloitte LLP and affiliated entities.
  13. 13. of respondents say their organization has an understanding of best-in-class in digital HR. of respondents say their organization is considering changes in its digital HR capability, and 31% are currently revamping theirs. 14 10% 33% TREND 9 DIGITAL HR The workforce is filling with digital natives, who expect digital experiences on the job. HR has an opportunity to take the lead and show the C-suite how digitization is a business transformation, not “just” an HR one. © Deloitte LLP and affiliated entities.
  14. 14. 15 42% 64% say the impact of increasing automation will decrease their overall staffing levels in the next 1-3 years. say there is a need for new skills in the workforce. TREND 10 CONTINGENT WORKFORCE Contingent workforce refers to networks of people who make a living working without any formal employment agreement, and to using machines as talent. © Deloitte LLP and affiliated entities. The increased use of these new labour models require a new approach to talent management and engagement.
  15. 15. Act now to get in sync Canadian business and HR leaders need to join forces, embrace organizational complexity, and become great at managing transformational change. How can Canadian organizations kick-start their drive forward? Here are a few ideas to spark conversation—and action: 16 ✓ Embrace the digital experience ✓ Make designing the organization a priority ✓ Close the gaps ✓ Rethink how you engage the on-demand workforce ✓ Get the right mindset ✓ Simplify ✓ Use what works ✓ Learn from disruptors © Deloitte LLP and affiliated entities.
  16. 16. Authors Heather Stockton
 416-601-6483
 hstockton@deloitte.ca
 Karen Pastakia
 416-601-5286
 kapastakia@deloitte.ca
 www.deloitte.ca/hctrends Read the full report Human Capital Trends 2016: Out of sync? Contact Carolyn Lawrence
 416-775-8850
 clawrence@deloitte.ca 
 Kate Morican
 613-799-1730 kmorican@deloitte.ca

  17. 17. Learn more about how intelligent shortlisting increases workplace diversity: Ideal.com contact@ideal.com @Ideal

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