powerpoint presentation · 2018-12-11 · provide interview tips and tricks and include a list of...

15 Predictions for Talent Management in 2019

2018 marks Educe Group’s 15th anniversary helping organizations leverage talent technologies to realize the potential of their people. Much has changed since we first embarked on this journey back in 2003, when many companies were wholly dependent on instructor-led training and reporting was focused on classroom fill rates. In the intervening years technology has not only been introduced into talent functions, but it has evolved many times over and changed the way organizations recruit, develop, and retain their people. Employee expectations around experiential learning, career development, and access to data have shifted as well. What does all this mean for organizations looking to optimize their talent strategy? Looking ahead to the New Year, we’ve compiled 15 trends that talent management professionals should prepare for in 2019.

Introduction

Microlearning

Infographics, videos, simulations, oh my! Time is of the essence and people are becoming increasingly accustomed to receiving information on demand and in quick bursts. Microlearning, the delivery of bite-sized, laser-focused content is becoming increasingly appealing to employees who are looking for targeted information to help them perform a specific task and need that information accessible at that moment. In 2019, microlearning will continue to grow, and organizations will start to use new technologies to create learning lessons, such as interactive infographics and animated videos.

Plan. Launch. Learn. Thrive.www.educegroup.com

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Tip: It can be tempting to seize upon new delivery channels, but be sure you don’t lose sight of your unique organizational and role-based requirements in the process. Microlearning only works when the content is stand-alone. A learner must be able to consume the short piece of content on its own and learn from it (unlike a video series where a learner may need to watch several short videos in a row in order to digest the material). Start by identifying your learners’ needs; from there you can determine the optimal instances to leverage microlearning.

Candidate Experience

Candidates today expect more transparency throughout the recruiting process. They want to know everything from the status of their application to the steps involved in the interview process, as well as onboarding activities prior to their first day on the job. This communication is critical to maintaining engagement between offer acceptance and date of hire. Because talent is at a premium, organizations need to ensure that their recruiting technology is up-to-date and intuitive to attract applicants and keep them interested in the company throughout the hiring process. In 2019, companies will increasingly leverage recruiting software to improve the candidate experience and address issues including confusing application processes and timeliness of replies.

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Tip: Consider building a career page that provides visibility into the application process. Provide interview tips and tricks and include a list of FAQs to help candidates understand what to expect after applying for a position at your company.

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Tip: Use your website and social channels (think LinkedIn, Glassdoor) to humanize your brand. Considering building a career page that showcases the company culture through videos, interview-style conversations with employees and photos from work events.

As recruiting plays an increasingly influential role in the job market, it’s more important than ever for recruiters to market their companies effectively in order to attract the strongest talent. According to a report from LinkedIn, “75% of job seekers consider an employer’s brand before even applying for a job.” So, what does this mean for recruiters? In addition to providing an engaging candidate experience, they need to ensure that all their digital and traditional channels effectively depict their organization’s culture and values in order to attract well-matched talent. And after the hiring process, it is essential that organizations continue promoting a strong employee experience to retain the talent they have worked so hard to hire.

Employer Branding


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https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/ultimate-list-of-employer-brand-stats.pdf

https://www2.deloitte.com/content/dam/Deloitte/us/Documents/human-capital/us-human-capital-understanding-employee-experience.pdf

More and more, people are accustomed to receiving multi-sourced content that is tailored based on their demographics, behaviors and interests. Organizations will need to keep up and maintain engagement by personalizing the learning and development experience for each individual. Employees are looking to develop the skills that will help their specific career interests, whether that is through company courses, informal content, or exchanges with other employees. Content curation allows organizations to blend third-party content with internally-developed content that emphasizes company-specific information, and then continue to augment that set of learning with related informal content as new resources become available.

Tip: Most organizations already have a huge amount of learning assets. Inventory what already exists between internally created content and licensed third-party learning before making additional purchases. Invest in a content curator--or a team of curators--to take this inventory and create logical groupings that map to the skills that your business wants to develop across the workforce. If you’re truly interested in developing a personalized learning program for your organization, you may want to consider implementing a learner experience platform like Degreed or EdCast.

Content Curation

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https://degreed.com/

https://www.edcast.com/

Tip: Microapps can be used to solve an array of different challenges like tracking large group attendance accurately and attaining high rates of learner compliance. Take a look at our Microapps Look Book to see how you can enhance your talent platform to meet your transformational talent management goals.

Microapps are quite literally small software applications embedded in or adjacent to your talent management system platform. They can take system data and present it differently, integrate data from multiple systems, or enhance a workflow. Moreover, microapps can transform data outside of the system, then bring it back into the system to be leveraged in more powerful ways. As more organizations continue to move to a cloud-based talent management software, the need for microapps will grow to address unique business requirements that cannot be handled by SaaS solutions.

Microapps


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http://go.pardot.com/l/651053/2018-11-09/643bl

Rapid changes to technology and related societal impacts are not slowing down. As the workplace and the way we work continues to evolve, there is an increased need for organizations to focus on developing “super skills” across their workforce, including developing resilience, embracing technology, and building a personal network. Check out Cornerstone OnDemand’s “Navigating the Skills Economy” report for more insights on developing these skills for your employees.

Many organizations are putting a higher priority on these types of skills during the hiring process, operating under the logic that as long as someone possesses those intangible qualities, they’ll easily be able to develop the more technical/role-based skills post-hire. Organizations are also putting greater importance on developing these skills within their existing employee base.

Tip: Promoting development in these areas is often difficult because it may also require a cultural shift within the organization. Select one super skill to focus on and develop a tangible action plan to make the transition more manageable.

Developing “Super Skills”

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http://hr.cornerstoneondemand.com/Global/FileLib/CSOD_Assets/Navigating_the_Skills_Economy.pdf

We’ve seen organizations ask about mobile learning in their RFPs for years. However, when it came time for implementation most companies had little, if any, mobile-ready content to launch. For those that did, they were often disappointed at the mobile experience; between usability and security concerns even those with content frequently elected to forego the launch of their Learning Management System’s (LMS) mobile application. This is changing. Vendors have continued to invest in their mobile learning applications, giving learners access to connect from anywhere with increasingly intuitive interfaces and enhanced security features. In parallel, more organizations are developing new content using responsive design to allow for consumption on any device.

Tip: Attract modern learners by creating a continuous learning experience for employees. The offline learning functionality that many LMS mobile apps have allows employees to access training content offline (for example if they are on an airplane) as long as they download the content beforehand.

Mobile Learning


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Up until recently, talent management professionals working in siloed departments was the norm. Performance professionals dealt with performance reviews, learning professionals dealt with content development, and so on, with little collaboration taking place. As platforms are being implemented and connecting these HR functions, more governance is required to manage the processes and systems used to administer them. As a result, we are seeing more organizations try to create a governance framework to help navigate all facets of talent management.

Tip: In order to build an effective governance structure, you must start by asking your team these simple questions: Who are the players? How will they work together? How much autonomy will the team have? Who has the authority to make configuration decisions? These questions will set you on the right path to establish an effective governance structure. For more information, check out our recent presentation on Cross-Module Coordination.

Cross-Functional Governance

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Plan. Launch. Learn. Thrive. www.educegroup.com

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http://go.pardot.com/l/651053/2018-11-20/65614i/651053/41665/CSOD_Convergence_2018_Educe_Group_Cross_Module_Coordination.pdf

Voice recognition is rapidly changing the way that people search for topics, and it’s only a matter of time before search engines release capabilities for identifying voice searches within their own ad platforms. According to the Smart Audio Report, 39 million people in the United States own a voice-activated speaker, so there is a huge opportunity for organizations to incorporate voice technology into their recruitment processes.

Also, look for vendors to start embedding voice recognition functionality in their products to enhance the search process and allow for audio-based microlearning to help employees perform quick tasks.

Tip: List your open positions on a job platform that is integrated with a smart speaker like Amazon Echo or Google Home, so potential candidates can find your job listing if they use voice recognition.


Voice Recognition9

http://nationalpublicmedia.com/wp-content/uploads/2018/01/The-Smart-Audio-Report-from-NPR-and-Edison-Research-Fall-Winter-2017.pdf

While businesses have been interested in leveraging Artificial intelligence (AI) for several years, the majority have not developed or implemented it within their organization. Gartner Research says that “59% of organizations are still gathering information to build their AI strategies, while the remainder have already made progress in piloting or adopting AI solutions.” With recent advances in the way talent technology vendors utilize AI in their products, more talent management professionals are embracing AI as a tool to solve complex HR issues.

If you’re having difficulty identifying qualified candidates, AI can be used to accelerate sourcing and proactively find specific candidates that qualify for the position. If your employees are having trouble finding the right learning courses, AI can be used to identify people in your organization that have the same interests or qualifications to make development suggestions, or to look at an employee’s past learning to make future recommendations. Saba’s TIM (The Intelligent Mentor) is one example of AI embedded within a talent platform.

Tip: For AI to do its job, there has to be sufficient data to surface recommendations. If you are launching a new platform and not planning to migrate historical data, make plans to leverage AI in a future phase when there is enough data for AI to be useful.

Artificial Intelligence

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https://www.gartner.com/smarterwithgartner/gartner-top-10-strategic-technology-trends-for-2018

https://www.saba.com/resources/product-information/data-sheet-tim-the-intelligent-mentor

Leadership turnover can leave a lasting impact on an organization. When employees decide to leave, their institutional knowledge and experience leave with them, and organizations learn the hard way how difficult that is to replace. For these reasons, many organizations are finally prioritizing succession planning by utilizing tools that help expose competency gaps in their organizations and recommend ways to develop potential successors so they’re ready for the next step. In 2019, we’ll see more organizations make a conscious effort to build formal succession plans that encompass training top talent and identifying high-potential employees who can replace leaders who retire or leave. Unlike traditional succession plans that focus only on the executive level of the business, more companies will leverage succession planning techniques across the organization.

Tip: In order for succession planning to succeed, senior leaders must be aligned on the skills and competencies that define a future leader in the organization. Succession planning tools are only as accurate as the data that is put into them, so companies should prioritize, clearly outlining the skill sets needed to be successful at every level.


Succession Planning11

It’s no secret that many types of industries (including call centers, factories, restaurants) monitor employee on-the-job activities to measure performance and productivity. However, it is now expanding beyond those industries to the corporate space. The advancement of monitoring technologies has caused an increase in employee-tracking in the modern office workplace. Tools like wearable technology, smart badges, and biometric sensors make it easy for leadership to monitor and improve the productivity of employees.

Real-time Monitoring

Tip: Before introducing any employee monitoring tools, companies must ensure that they are not violating any employee privacy rights or legal protections. Any policies put into place should be clearly communicated and transparent so that employees understand the specific security access and the ultimate uses for the data collected on them. Companies like AppDynamics and Stackify Retrace provide automated intelligence for application performance monitoring.

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https://www.appdynamics.com/

https://stackify.com/retrace

Tip: Make the shift to continuous performance management easier by simplifying the process. Nix the lengthy year-end performance review forms, and ask employees to provide candid feedback on someone’s top 2 strengths and top 2 areas of improvement after a project ends. Make the feedback even more useful by asking reviewers to cite examples of how reviewees can improve.

There has been a steady shift in organizations moving away from the traditional annual performance review and, instead, implementing a continuous performance management strategy. This entails providing a variety of feedback throughout the year, compared with the traditional mid-year and year-end reviews. While the concept is not brand new, more organizations are getting buy-in from leadership to start adopting the concept in their workplace in 2019.


Ongoing Feedback13

Leveraging people data to increase operational efficiency in organizations has been a hot topic for years. The market is saturated with tools to help organizations capture and analyze this data, but the output of these systems is only as good as the data itself. Now that HR departments have been collecting data long enough to show the potential impact of people analytics, the focus is shifting to the quality of the data being collected and utilizing that data to tell a story about the employee life cycle. In 2019, organizations will focus on pivotal moments in the employee life cycle to help improve satisfaction and retention rates.

Tip: Understanding how to use the data pulled from HR analytics may be overwhelming. The first step is to determine the quality of the data. Consider hiring or pinpointing someone in your organization to be a database manager, tasking them with data cleanup and analysis.

People Analytics

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On-demand hiring (Ex: Uber, TaskRabbit) is on the rise with more than 53 million Americans (or 34% of the U.S. workforce) participating, according to a report by Freelancers Union. Not only does the emerging ‘gig economy’ provide opportunities for unemployed workers, but it also often serves as a second source of income for people with part-time or even full-time careers. How will this trend affect organizations? Many firms will start to create more temporary jobs around skill-based projects, and some may phase out hiring for full-time jobs in certain areas. This poses a new challenge for organizations, as investment in learning and performance measurement have traditionally been reserved for full-time employees. With the increasing contingent workforce, it is necessary to have a strategy to manage training and performance for this growing population.

Tip: Leverage your existing talent management processes and platform to provide temps, contractors, partners, and suppliers with the onboarding, learning, and evaluation needed for them to be successful. Many platforms have an extended enterprise component that will allow you to make a subset of functionality available so that you can restrict non-employee access to only what is needed.

Talent Management for the Gig Economy


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ABOUT EDUCE GROUP

Educe Group is a consulting services firm that implements and manages the technologies that enable an organization’s people to learn, collaborate, achieve, and be rewarded in the workplace. From technology strategy and vendor selection, to software implementations, managed solutions, and web-based content development, Educe Group has earned a reputation for developing longstanding client relationships based on candid advice and consistent delivery.

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