Prediction 2: Organisational Design Will Be Challenged Everywhere<\/strong><\/p>\n Given the fact that, in today\u2019s world, markets are ever-changing and new digital products and services are being developed daily, the conventional approaches do not apply anymore. Since the rapid evolution of the internet and cloud services, the level of entry within a market has been reduced considerably. It is practically impossible to withhold \u201cyour market\u201d just because you are a large corporation \u2013 a small start-up could reinvent the whole industry right in front of your eyes, and afterwards you are left trailing them for years to come.<\/p>\n Prediction 3: <\/strong>Multigenerational workforce management skills will be required:<\/strong>\u00a0This year, leaders and managers will have to face a new challenge due to the fact that millennials become increasingly active in the world of work, while, at the other side of the spectrum, many Baby Boomers refuse to retire at the traditional age. This requires new skills from the people in managing roles, since these two generations are as different as chalk and cheese and they have contrasting needs, goals and wishes.<\/p>\n Prediction 4: Culture and Engagement Will Remain Top Priorities<\/strong><\/p>\n Although these topics might seem recurring, culture and engagement are some of the top priorities for HR managers everywhere. The cultural related issues will become increasingly more difficult to solve. This issue grows in importance. The latest research from Deloitte suggests that Millennials choose their employer based on their respective organisation\u2019s \u201cpurpose\u201d. In their latest High-Impact Leadership research, Deloitte discovered that organisations with a strong leadership culture are nine times better at finding and developing leaders than those companies who lack a consistent leadership culture.<\/p>\n Prediction 5: Focus on \u201cHuman Performance\u201d and Wellbeing Will Become a Critical Part of HR, Talent, and Leadership<\/strong><\/p>\n This may come as a shock to you but the overall engagement levels of today are no better than they were ten years ago. Taking into consideration the data obtained from Glassdoor, it has revealed that there is almost absolutely no improvement in employee ratings of their organisations during the past seven years. Approximately 40% of them think that \u201cit is impossible to maintain a fast-growing career and a sound family life\u201d given the \u201cwork-martyr\u201d effect in organisations worldwide.<\/p>\n The idea for 2017 is simple – move HR from \u201cpersonnel department\u201d to a brand new role such as: \u201cconsultant in human performance\u201d. There are numerous reasons why people are being held back from being productive at work and these range from: standing at a desk, defective office arrangements and management practices. There is a huge potential for HR in 2017 \u2013 to get rid of creating more and more programs that focus on \u201cmaking work-life better\u201d.<\/p>\n Prediction 6: Talent Recruitment<\/strong><\/p>\n With all the technology available nowadays, including social networks, wearables and smartphones, talent is more easily accessible and has possibilities to choose form. 76% of full-time workers are either open to the idea of a new job or are actively looking for one, while 48% of employers are struggling to find the right people for their vacancies due to the skill gap. Given this situation, there will be a great emphasis on employee experience due to the fact that organisations are forced to focus more on their corporate culture and values if they wish to retain their best talent.<\/p>\n Prediction 7: There will be a huge focus on overcoming Algorithm Aversion<\/strong><\/p>\n We have talked in a recent article<\/a><\/span> about the advantages of relying on algorithms, rather than on the biased human instinct, but most HR seniors still face major difficulties when it comes to fully entrusting a computer. This struggle is understandable since the digital revolution happened basically overnight, but in order to take HR to the next level, managers ought to overcome their algorithm aversion and use the much more reliable, computer based, people analytics.<\/p>\n Great People Inside provides through the Next Generation People Intelligence Platform the best solutions and technology needed to find the right talent, the best fit for the job and for your organization. Easy to use and intuitive, the GR8PI Platform acknowledges all the latest trends and foreseeable employment issues in order for your company to thrive in the digital era.<\/p>\n <\/p>\n <\/p>\n Sources:<\/p>\n Bersin by Deloitte 2017 predictions<\/strong><\/p>\n https:\/\/workplacetrends.com\/candidate-experience-study\/<\/a><\/strong><\/p>\n https:\/\/workplacetrends.com\/the-active-job-seeker-dilemma-study\/<\/a><\/strong><\/p>\n http:\/\/www.humanresourcestoday.com\/2017\/trends\/?open-article-id=6004358&article-title=top-10-human-capital-trends-for-2017&blog-domain=predictiveindex.com&blog-title=the-predictive-index<\/a><\/p>\n![\"\"](\"http:\/\/greatpeopleinside.com\/wp-content\/uploads\/2017\/01\/B_txt_14.png\")
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