HR Forecast: Top Trends to Drive Digital Transformation & Enhance Employee Experience in 2018
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This document summarizes the top HR trends to expect in 2018, according to a webinar presented by DATIS HR Cloud. It identifies the key trends as: the drive towards digital strategies and technologies; improving the employee experience; increasing use of workforce analytics; and greater adoption of online learning management systems. Specific strategies are discussed for each trend, such as investing in data analytics tools, focusing on employee satisfaction, and providing professional development opportunities. The webinar encourages organizations to set goals and evaluate technologies to help prepare for these 2018 HR trends.
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HR Forecast: Top Trends to Drive Digital Transformation & Enhance Employee Experience in 2018
- 1. Coffee Break Webinar: HR Forecast: What to Expect in 2018
- 2. DATIS HR Cloud is a HR & Payroll software company. Our fully unified solution is based around Position Control and was built to meet the unique, complex needs of the nonprofit sector. With over 20 years of experience with Health and Human Services and Nonprofit organizations, our software has empowered hundreds of organizations around the country to control their costs, maximize their budgets, and better achieve their mission.
- 3. TOP HR TRENDS OF 2017 • Building Diverse Workforces • Investments in Culture & People • Changing Approaches to Performance Appraisals • Using Tech to Aide Recruiting
- 4. TOP HR TRENDS OF 2018 • The Drive Towards Digital • The Employee Experience • The Rise of Workforce Analytics • The Adoption of Online Learning Technology
- 5. THE DRIVE TOWARDS DIGITAL
- 6. DEFINING THE DRIVE • Technological advances are transforming the way we work • Leaders changing their approach to internal systems, processes, and people • Organizations scrambling to keep up with changes • Success requires innovation, engaged talent, and progressive business models
- 7. WHAT IS THE LIKELIHOOD THAT YOUR ORGANIZATION WILL INVEST IN DIGITAL STRATEGIES IN THE NEXT 12 MONTHS?
- 8. WHY NOW?
- 10. WHAT IS THE EMPLOYEE EXPERIENCE? • Separate from culture and workplace perks • An employee’s perceptions of their organization • Sum of all interactions an employee has with their employer • The foundation of employee engagement • Positive correlations between employee experience and client experience
- 11. We define employee experience simply as seeing the world through the eyes of our employees, staying connected, and being aware of their major milestones. - Susan Peters, Senior VP of Human Resources at General Electric
- 12. WHAT YOU CAN DO • Regular employee satisfaction surveys • Provide employees with the tools and resources they need • React to employee complaints and reports quickly and effectively • Include employees in the decision-making process
- 13. THE RISE OF WORKFORCE ANALYTICS
- 14. WHAT IS THE PROBABILITY THAT YOUR ORGANIZATION WILL INVEST IN DATA AND ANALYTICS TOOLS WITHIN THE NEXT YEAR?
- 15. THE IMPORTANCE OF WORKFORCE ANALYTICS • Measure, characterize, and organize sophisticated workforce data • Crucial when determining employee performance • Help managers determine an employee’s potential of success • Help HR develop recruiting and retention strategies
- 16. WHICH AREA OF YOUR ORGANIZATION IS MAINLY DEALING WITH WORKFORCE ANALYTICS?
- 17. THE ADOPTION OF ONLINE LEARNING MANAGEMENT
- 18. YOUR ORGANIZATION INVESTS IN INDIVIDUAL PROFESSIONAL DEVELOPMENT
- 19. WHY IS THIS A TREND? • Learning management platforms have matured • Employees can earn credentials needed for their position • Proven link between professional development and retention • Millennials entering the workforce crave development
- 20. 87% of millennials say professional development and career growth opportunities are very important to them in a job. - Gallup, 2017
- 21. HOW CAN YOU PREPARE FOR 2018? • Set attainable yet challenging internal and external goals • Ask employees what tools or resources they will need • Evaluate what technologies can help overcome current challenges • Research industry-specific vendors to partner with
- 22. Questions? Erik Marsh erik.marsh@datis.com 813-289-4451 Join us for Next Month’s Webinar: 2018 State of Workforce Management
Editor's Notes
- Before we go over the 2018 trends, I wanted to quickly look back to the top HR trends of the past year, so we can see how they differ. 2017 was a year focused on the employee, and making sure that organizations had the right talent to help prepare them for the future. Not only were executives looking to build workforces with diverse backgrounds and skill sets, but they also wanted to make sure that they had a culture in place that could improve engagement and retention efforts with that workforce. 2017 also saw organizations transitioning away from annual performance appraisals, to more frequent assessments of individual contributions and progress. Lastly, we saw more HR departments implementing digital tools and solutions to help streamline and expedite their recruiting process.
- As we look forward to next year, DATIS used primary research, nationwide surveys, and expert opinions to predict the HR trends of 2018. We narrowed these trends to the four that will most likely impact nonprofit organizations looking to grow and improve their service quality. These trends include The Drive Towards Digital, The Employee Experience, The Rise of Workforce Analytics, and The Adoption of Online Learning Management. We’ll be going over these trends in more detail throughout this presentation.
- The first trend we’ll go over is the Drive Towards Digital.
- The Drive Towards Digital has been a popular topic of discussion here at DATIS , and something that a lot of nonprofit organizations has been a part of in the past few years. The Drive towards digital is defined as recent technological advances that have transformed the way we work and changed the way we approach internal systems, processes, and people. This had lead many organizations, especially those with limited budgets and resources, to struggle to keep up with this changing landscape. To be truly successful in today’s digital era, leaders need innovation, an engaged workforce, and new, more progressive business models. With pressure on leaders to innovate and transform their organizations to keep up with their changing landscape, it’s no surpise that The Drive Towards Digital is a trend in 2018.
- This 2018 trend was also assured by results from our 2017 State of Workforce Management Report. In the survey, 65% of nonprofit executives revealed that it was extremely or very likely that their organization would invest in digital strategies in the next 12 months, which overlaps into 2018. We can only expect this number to increase over the next few months as more executives reevaluate their current processes and internal systems.
- So why is this happening now? Well, with time technology has clearly become more affordable and accessible for all organizations. Tools and software solutions that were once only available to Fortune 500 corporations are now being used by small nonprofits with limited budgets. Executives are also starting to understand the importance of digital tools, and are more willing to sacrifice the comfort of their familiar processes for tools that are proven to improve both the employee and client experience. Specialized software vendors are also now creating industry-specific solutions that address the niche pain points of organizations that have often been ignored by the major players in the HR software market. Lastly, and this is something we can all agree on, technology is significantly more user friendly then ever before, making the transition less intimidating for executives that aren't particularly tech savvy.
- Before executives provide their workforce with the tools they need to succeed, they first want to build a foundation for employee success. This brings us to the employee experience, a term we will hear a lot more of in 2018.
- The employee experience is deeper than having a cool office with beer fridges, nap pods, and foosball tables. It’s about how an employee perceives their managers, executives, and organization as a whole. Experts define the employee experience as a sum of all interactions an employee has with their employer, and can include things like how a manager responds to a internal complaint, or a public comment an executive made regarding a controversial topic. The employee experience is the foundation of employee engagement, and links have been made between the employee experience and the client or customer experience.
- Susan Peters, Senior VP of HR for General Electric, offers her version of the employee experience. (Read Quote). It’s clear that listening to employees will become a priority for organizations in 2018.
- So what can you do? You can start by dispersing regular employee satisfaction surveys to your workforce and taking their comments seriously, acting on complaints promptly. Next, relating back to the Drive Towards Digital slides, provide employees with the tools they need to succeed. Lastly, when making decisions, from hiring candidates to allocating budgets, make sure to include employees and inform them of the outcome. All of this can make them feel engaged, appreciated, and greater part of the organization.
- Workforce Analytics is expected to play a big role in nonprofit organizations in 2018.
- This is again based on the DATIS 2017 State of Workforce Management survey which found that 50% of nonprofit executives said it was extremely or very probable that their organization will invest in analytics tools over the course of the next year, with only 16% saying it was not probable. However, this number is likely to grow because as executives continue their investments in digital tools and strategies, they’ll want to ensure that their investments are improving the performance of their workforce.
- Workforce analytics can play an important role in every organization, but specifically in nonprofits with hundreds, if not thousands, of employees. Workforce analytics help measure, characterize, and organize thousands of data points extracted from a workforce, and give meaning to the numbers. These data points are crucial when determining the performance of an individual employee, and help managers identify employees that are headed for success or holding a team back. Isolating this type of information through workforce analytics can also help HR develop recruiting and retention strategies for the future, ensuring that their organization only consists of employees that can positively impact its growth.
- Here’s another we pulled form our 2017 report, where We asked nonprofit executives who they believed was responsible for dealing with workforce analytics. 40% said HR.
- Now that we now what The final trend we’ll be discussing is online learning management, a tool expected to play a larger role in employee development than ever before.
- When asked if they invest in individual professional development, just under 75% of nonprofit executives claimed to allocate part of their budget towards making sure their employees could learn and grow while on the job.
- Online learning management is nothing new, but certain factors have increased adoption rates, causing more executives to implement learning management software into their organization. For starters, the technology has matures, and managers now have the opportunity to track employee progress, enroll their employees in courses, and create custom programs for their workforce. Employees can now even earn credentials specific to their position without leaving the office. Other factors that have heightened the need for online workforce management include its links to employee retention, and the influx of millennials that are craving career development oppurtunities.
- According to a 2017 survey by Gallup, 87% of millennials say professional development and career growth opportunities are very important to them in a job. As millennials continue to flood and shape the workforce and shape the way organizations operate, online learning management will continue to grow in importance.
- There are plenty of things you can do to prepare your organization for the new year. For starters, before the year starts, it’s smart to set SMART goals to achieve by the end of 2018. Make sure these goals are challenging yet attainable through hard work and collaboration. Next, as stated before, ask employees how you can help them, instead of the other way around. Finally, nonprofit executives can can evaluate what challenges can be overcome with the help of technology, and if there are any industry-specific software vendors that can fill that gap.