The document discusses innovative trends in HR for 2019, including: 1. The rise of AI and data analytics to improve workforce performance and HR functions through data analysis while balancing machine and human elements. 2. Retention strategies such as effective onboarding, empathetic leadership, performance management, work-life balance benefits, training, monetary and non-monetary benefits, and an open door policy. 3. The importance of organizational culture in attracting and retaining employees and customers through periodic surveys, streamlined processes, loyalty programs, empathetic communication, learning and development, data-driven decision making, and strong policy awareness.

1. Innovative Trends in HR for 2019

2. 1. The Rise of AI & Data Analytics

3. HR Department must be technically equipped and trained to utilize the data analysis, AI
and human element to improve workforce performance, underline pressing issues, HR
functions and learning & development of applications thus adding values.
Also it is necessary not to be over reliant on those technologies and their should be
always a balance between machine and human element.

4. 2. Retention Strategies
• Given the economic situation, rise of millennials in the workforce, Leaders
have to actively participate in building the culture of agility, genuineness,
transparency, and collaboration at their workplace.

5. 1. Hire the best fit – While interviewing candidates for specific JD assess
their skill, competencies, strengths and weakness in detail to
comprehend the insight whether candidate experience matches with
your role expectation. These will ensure you have the right talent and
thus will retain employee.
2. Onboarding & Orientation – Make sure to have effective on boarding with
30-60-90 performance evaluation. This will not only make the new hire
feel valued and trusted but also it will speed up to bring him/her on
board and match the work expectation.
Also it is the responsibility of the Leader and Manager to offer a conducive
environment and make sure all the conflicts, issues, grievances, matters
are solved in timely manner with open and transparent communications.
3. Be Empathetic – Employee don’t quit their job,
they actually quit because of their bosses.
One of the main reason of high attrition is the
work-equation with manager is not satisfactory
resulting in employees demotivation.
Line Managers need to be trained to be empathetic while communication and
should be a sounding board for the employees.

6. 4. Performance Management – With the boon of AI it is convenient now to
track performance of employees and analyze, evaluate the gaps and then
recommend & implement Performance improvement Plan. Instead of
evaluating performance in a year it is always effective to have periodic
reviews and accordingly can reward or discipline the employees.
5. Work Life Balance – Employees are the assets and thus its is important for
an organization to offer them reasonable benefits like flexi time, work
from home, allowing to leave on early occasions are some of the benefits
which will strengthen the employee bond with the organization.

7. 6. Training & Development – To excel in their current role, career development
and cross functional training is must. Some companies offer in house training,
webinars or allows employees to attend seminars, conferences and even
reimburse tuition fees of relevant courses.
7. Monetary and other benefits – Money is not the only factor which motivates
employees and thus while designing compensation or yearly appraisal it is
necessary to understand employee behaviors and motivations. This can be
achieved by taking employee feedback /Engagement survey.
Studies shows that the other factor apart from money that retain employees are:
1. Promotion
2. Offer flexibility
3. Recognition
4. Perks and privileges
5. Reimburse tuition fees to learn their
desired skills
6. Autonomy & Responsibility
7. Health benefits
8. Paternity Leave

8. 8. Open Door Policy – Employees voices need to be heard and unbiased
decision should be taken and implemented in time.
8. Benefits go a long way – Do you know candidates while applying for any job
look at the organization work days and time and are motivated to apply to
those which have early in – early leave time and work only for 5 days a week.
Also offering other engagement activities like morning breakfast, quality
coffee machine, or flexible working hours can increase employee morale and
loyalty towards organization resulting in discretionary efforts
9. Bond Beyond Work – Leaders and Managers must get beyond their
demarcations and hierarchies and should have informal chats sometimes to
bring warm and humane touch. How would you feel when your Company
MD enquire about your life with empathy?

9. 3. Organization Overall Culture
• Organization culture i.e. values, beliefs, attitude and culture in future will not
only affect its internal stakeholders but also the external ones. Thus
organization need to redefine culture with improvisation in following areas:
• Do you take Employee survey feedback periodically to understand and
improve workplace conditions (Whether its fun place or stressful work, result
oriented or aimless )
• Do you have seamless candidate interview
experience with feedback to candidate or you have
a lengthy and time consuming process which may
make them exhausted and grilled during
overall process.
A well treated candidate with streamlined
process will result in positive feedback
from candidate on job portal feedback session.

10. • Do you take periodic survey, feedback, actions on complaints made by your
customer? Do you notify in advance to your customers about new product arrival or
discount offers or new branch opening?
• Do you offer any benefits or loyalty cards with points to your loyal and recurring
customers?
• Above three points can also improve employer branding and loyalty of employees
and customers as well.
• Are your Leaders, Managers and employees empathetic listeners and
communicators?
• Are you investing in Learning & Development with measurable ROI ?
• Is your organization Data driven and have proper analytics and metrics to measure
and evaluate attrition, retention, performance and other attributes related to
workforce management ?
• Do you have strong policy implementation and awareness amongst all employees
making them know their rights and obligation (Like what to do in case of sexual
harassment, misconduct, bullying, conflicts etc)

11. THANK YOU