文本链接 本文是Lattice杂志的人力资源专业人士的一部分。查看并加入社区

2020年4人小时趋势

January 7, 2020
By

What a long, strange decade it’s been. If you’re in HR, you know there isn’t much that hasn’t changed in the last ten years. Between the explosion of HR technology to the emergence of people analytics, the profession has come a long way from compliance and risk management. Just look at the job titles: the 2010s gave us Chief People Officers, Heads of Culture, and even People Scientists.

So what’s in store for HR this year? From workplace flexibility to gig economy headaches, here are a few issues that could take center stage in 2020.

1. Flexibility goes mainstream.

无论是拥抱遥控工作还是扩大付费休假,公司都在提供更大的灵活性方面走得很长。但是,96%的工人报告了有价值的灵活性,less than half实际上有它。

在有利于员工和候选人的工作市场之间以及雇主品牌的越来越重要之间,我们可能会看到公司努力关闭这种差距。

Samuel Johns恢复天才的人力资必威app手机下载版源经理,去年实施了新的“工作填充”政策。“灵活的开始和结束时间让员工适合生活事件,例如移动或拥有新的家具。我们发现它急剧提高了士气,“约翰说。

约翰斯补充说,虽然增加了灵活性与父母受到欢迎,但其最大的支持者是兼职护理人员。估计4100万美国人作为护理人员来生病或老龄化人。

In addition to policies like these, it’s likely that companies will continue to broaden the ways they accommodate workers — like shortening the hours of those coming off leave.

Brandnic的人力资源经理John必威app手机下载版 Steeve帮助实施了这样的政策。“它被广泛赞赏,特别是在患有疾病或患有孩子之后的员工之间的员工。他说,它赋予他们在他们的工作与生活中任何重大事件之间的平衡。“Steeve部分归功于该公司的低营业额归功于该政策。

2.关注薪酬权益超出赔偿。

That employers need to double their efforts around pay equity shouldn’t come as a surprise to anyone. Women earn an average of80美分每美元赚取的每一美元。在将拉丁或黑人女性与白人比较时,工资差距甚至更大。

Though discussion around the pay gap will continue in 2020, it’ll include two other important issues: representation and ownership.

虽然公司的性别比例可能是一对一的,但在每一层工作层面都是如此?One reportfound that companies with an even split of men and women in the highest pay grades were more likely to have greater equity overall. Conversely, companies with the worst pay equity had over-representation of women and minorities in low-paying roles.

The importance of representation across different pay grades isn’t news to Julie Li, the VP of People at Stella Connect. Li believes companies should take a more nuanced look at gender and ethnicity in 2020.

“Having a diverse workforce isn’t about checking a box, it’s about bringing diverse perspectives and personalities together to bring innovative ideas to your company. Companies should look at their data by office, department, and team to locate gaps,” said Li.

差距的另一部分被忽视的部分是所有权。提供员工股权或“选项”长期以来一直是吸引和留住硅谷的人才的热门方式。但是,虽然公司在解决薪酬差距时投入了时间,但它们落后于股权。2019年的研究发现女性占所有员工股权的11%。美元美元,女性拥有每一美元男性的26美分。这是一个远远大于薪酬差距,而那个应该是今年薪酬股权周围更广泛的谈话的一部分。

3. Companies double down on internal mobility and development.

企业和员工长期以来同样的d career growth as vertical. That’s why it’s common to refer to employee development in terms of a ladder.

But workers are increasingly diverting from those expectations. Instead of linear tracks, they’re opting for new roles and experiences across the professional spectrum. In practice, that means client-service professionals transitioning into product management — or HR managers giving marketing a try. This year will be less about career ladders, more about职业格子

对于公司而言,适应这些请求可能意味着保持或失去明星员工之间的区别。一个LinkedIn调查发现94%如果他们投资他们的专业发展,员工将留在他们公司。

事实证明雇主可能只是在船上:结束90%of hiring managers believed that soft skills like creativity, persuasion, and collaboration were equally or more important as technical or specialized skills.

对于Charlie Marchant,宁静宁静的总经理,跨部必威app手机下载版门流动并不意味着妥协技能。他的公司每月为员工提供一定的时间,专注于职业发展。

“这通常相当于员工总数的15%。时间可以花在任何富有成效和相关的东西......和[我们]始终能够雕刻出一些定制的培训计划,以保持个人在工作中锻炼,“他说。

In some cases, employees might be interested in a role or function that doesn’t exist at the company. Rather than risk losing a high performer, Marchant says it’s sometimes worthwhile to let them run with it.

“如果个人足够驱动,我们可以将请求视为扩张的机会。他说,他们用他们的培训时间来研究我们如何建立在现有服务上的培训。“

“演出经济”面临着新的挑战。

As much as40%美国劳动力包括偶然或“演出”工人。这是一个相对较新的现象,如over two-thirdsof today’s gig workers started freelancing within the last five years.

今年,演出经济将受到前所未有的审查。加州最近颁布了Assembly Bill 5把更严格的限制放在谁可以被视为自由职业者。它降低了50多个专业的员工状态的酒吧并刺激了有些公司to lay off writers, photographers, and consultants. A similar measure is being considered in New York State.

福利是辩论的核心:根据定义,承包商很少有权享有与全职工人相同的福利,津贴或保护。联邦法律只需要企业向全职工作人员提供健康保险,更不用说像度假日或病假等辅助津贴。对于依赖自由职业者的企业,这些差异可以促进“冒险的文化,就像谷歌要求福利的承包商一样去年

根据立法者和承包商本身的压力,公司将在2020年期间寻找更好地整合演出工人的方法。这可能意味着延长全职员工的一些相同的福利。

Some companies have already heeded the call. SimplrFlex, a customer service platform, offers its contractors or “Experts” professional development opportunities, company swag, and even health and retirement benefits through a third-party vendor. Its contractors are also welcome to participate in company outings and an annual Halloween costume contest.

“我们相信像团队的一部分一样对待我们的专家......这继续偿还,我们也认为这反映在他们为客户提供的服务中,”公司的总经理Adam Grace说。必威体育app下载必威app手机下载版

-

这些只是一些人力资源趋势和问题,这些趋势和问题将在2020年占据聚光灯。在行业挑战,新老年人的挑战之后,这意味着与已经在那里的其他专业人士完成。

Resources for Humans是一个超过6,000人领导人的休闲社区,他们相信影响业务的最佳方式是通过其人类。我们一起帮助彼此通过共享资源和第一手体验来驾驭挑战。必威app下载Click here了解有关自由社区的更多信息。