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What 2012 has in store for HR ?


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What 2012 has in store for HR ?

  1. 1. A Review on “What 2012 has in store for HR…” What 2012 has in store for HR... Human resource management (HRM, or simply HR) is not just management ofan organizations human resources, or workers, it‟s far beyond that. HR has evolved andchanged each passing year to bring about success in an organization through the employees.Many emerging trends that were noticed till 2011 are mentioned here in this article. Also theforecast of HR trends for the year 2012 is also briefly explained. The author says variable pay plans and performance-based award programs are on arise. As the global recession continued till 2011, again in 2012 we‟ll see rise in remunerationsin an organization.Companies are trying to place a greater focus on variable pay packagesdespite predictions of higher pay increments in 2012 The mobile platform will have become the dominant communications and interactionplatform by early-adopting best-practice organizations. The capabilities afforded users ofsmartphones and tablet devices grow immensely day by day. Long before unified inboxesexisted for the desktop, smart device users could see all incoming e-mail, social messaging,text messaging, and voice and video messaging in a single place. Tablets will become thevirtual classroom, and an emerging class of tools will let employees manage almost everyaspect of their professional life digitally. In less than a decade, as employees "bring their own technology" with them, theworkplace will shift to wherever an employee is located. The idea of "BYOT" wasimprobable, even inconceivable, only five or six years ago because of integration, securityand other issues. Yet today, it looms as a strong likelihood thanks to the relentless advance oftechnology and the continued blurring of lines between personal and business technology.Bring your own technology, or "BYOT," will impact the size and design of the corporateoffice, as fewer square feet per employee will be needed, and open, collaborative workspaceswill continue to replace cubicle and personal office-based designs. The author mentions about Nanotechnology, biometric security, sensor-driven smartbuildings, and unified communications in workplaces. The introduction of these convergingtechnologies will enhance human performance. And I also feel that the changing scenario inrecent years will bring about a mammoth change in the organizations. Also, cloud computingwill be replaced by “always-networked” personal devices. Posting a job from an iPhone ormaking organizational changes from an Android Phone will be common. But still, the author 1
  2. 2. A Review on “What 2012 has in store for HR…”indicates that „cloud‟ will have a silver lining because many software companies and clientsare pushing toward cloud based solutions. According to me, the issues of access, security andcontrol in cloud are not positive signs. Even a good cloud based software provider cant takeaway every risk factor. Despite high engagement scores, more than a majority of employees are willing toquit their current job as soon as a better opportunity comes along. The turnover rates in high-demand occupations has increased and because most corporate retention programs have beenso severely degraded, retention could turn out to be the highest-economic-impact area in allof talent management. So the author suggests implementing personalized approach ratherthan “one-size-fits-all” retention strategy. While growth has slowed somewhat in China,Australia and Southeast Asia — including India — continue to see dramatic demand forskilled talent. In the U.S. and Europe, demand is still largely limited to certain industrieswhere skills shortages have been an issue for years. 2012 will see a significant escalation inthe war for top talent. While recruiting will move forward at a breath-taking pace, so too willrapid leadership development. The continued growth of technology, social media, and easy communications nowmakes it possible for most knowledge work and team activities to occur remotely. Allowingtop talent to work “wherever they want to work” improves retention and makes recruitingdramatically easier. So the author is right when he says: workplaces will lose walls. Bersin‟s predictions for the year 2012 may turn out to be fairly accurate as previousyear‟s predictions. Social networking may get an additional boost, but trial-and-errorapproach used by most firms may produce mediocre results. In 2012, organizations willfurther evolve to agile models of goal-setting and performance coaching. I think it would alsohave been better if increasing number of companies could rethink their traditionalperformance appraisal processes. The author could have added human resource outsourcing, employee referrals and fewother expected emerging trends in HR. But I think the areas touched by the author have beenclamouring for attention and are ripe for change. I think that 2012 will bring about a wholenew way of working. 2