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Every year HR faces different challenges that they are required to overcome for the benefit of the business. 2013 will be no exception, and with the continued uncertainty about the economic climate, these challenges may well be more substantial than those faced in 2012. \u00a0We\u2019ll invest a little bit of time with each issue that HR is likely to experience:<\/p>\n
Talent Attraction<\/span><\/strong><\/p>\n Attracting the right talent<\/b>\u00a0for a position is not only essential to meet skill requirements and fill a vacancy within your company; it is also fundamental to the growth and stability of your workforce and business. Have you ever hired the \u2018wrong person\u2019? You know, the one who causes morale issues in the office, resentment from colleagues, decreasing productivity?\u00a0 We have all experienced those hires and can clearly understand the value of hiring the RIGHT person.Employing the right person can reduce on-going costs relating to initial training, hours from supervisors, succession planning and recruitment.<\/p>\n We also look at the impact on employee morale, on productivity, the success of the employee and ultimately the success of the company. Having the correct tools in place to analyze the intrinsic, fundamental qualities of each candidate, to determine the \u2018fit\u2019 into your culture will assist with making informed decisions about who to employ. Hiring people who have the qualities that are determined to be predictive of success in the job will save time and administration, create positive environment with motivation, energy and forward movement in achieving company objectives.<\/p>\n Career Progression<\/span><\/strong><\/p>\n With the age of retirement increasing, it is becoming increasingly difficult for employees to move up the \u2018corporate ladder\u2019 whereby they fill the position left by those who have retired. HR needs to create new strategies to enable employees to progress in their careers, or face the prospect that top talent may look elsewhere for greater opportunity.<\/p>\n A lack of job security and reduced career progression has created a culture of short term performance, and the way in which careers are managed has changed from that which existed 5 years ago as many employees now, do not see a long term career with any one company. The average job tenure in today\u2019s market is 4.4 years*.<\/p>\n * Four-Year-Career 1\/12\/12<\/p>\n Top talent will maintain their online professional portfolios for other prospective employers to view. \u00a0With the emergence, and increased popularity, of sites such as LinkedIn, it is easier for an employee to be approached online by any number of competitors or businesses searching for talent.<\/p>\n A clear career development plan and regular reviews will help to engage your talent. By identifying goals and challenges together with the manager and the employee will also maintain the interest of an employee and provide them with something to work towards.<\/p>\n Social Media Policies<\/span><\/strong><\/p>\n Although\u00a0Social Media\u00a0is seen by many organizations as a huge benefit, allowing them to share information and promotions instantly with a large number of potential clients, it is also a bone of contention when it comes to internal policies regarding the use of the medium. Balances need to be agreed and enforced regarding the use of Social Media at work.<\/p>\n An effective Social Media policy should enable a company to:<\/p>\n Employee Attendance and Punctuality<\/span><\/strong><\/p>\n With the growing trend in\u00a0Flexible Working, HR has its work cut out in administering and enforcing new policies. Inevitably, there will be a small number of employees that will try to take advantage of a more fluid way of working. Administering and configuring HR systems to accurately record this information is also a task that will require careful thought and consideration.<\/p>\n Below is an extract from\u00a0Opportunity Now\u2019s\u00a0website regarding policies for planning and implementing flexible working:<\/p>\n Principles<\/em><\/p>\n Every year HR faces different challenges that they are required to overcome for the benefit of the business. 2013 will be no exception, and with the continued uncertainty about the economic climate, these challenges may well be more substantial … Continue reading \n
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