Trends Forecast for HR Professionals

Presented By:

This manual was created for online viewing. State specific information in this manual is used for illustration and is an example only.

mail: P.O. Box 509 Eau Claire, WI 54702-0509 • telephone: 866-352-9539 • fax: 715-833-3953email: customerservice@lorman.com • website: www.lorman.com • seminar id: 401921

Jackie A. Sexson

Take advantage of this special offer for $50 off of a Lorman

live webinar!

C O N V E N I E N T:Lorman offers a wide variety of live webinars covering current issues affecting numerous industries. Learn the latest on legal compliance, cost savings and strategies, and business trends.

E X P E R I E N C E D :Learn about today’s hot topics presented by our expert speakers who represent prominent firms and have years of industry experience and knowledge.

C U R R E N T :In today’s business world, staying current of the ever-changing regulations is absolutely necessary in order to advance in your field. Earn continuing education credits, educate your entire team and ask questions of the speakers. For a complete listing of upcoming live webinars visit www.lorman.com.

SPECIAL OFFER

$50 OFFYOUR NEXT Discount Code Y1719669This offer can not be used in combination with other discounts.

LIVE WEBINAR

Trends Forecast for HR Professionals

©2017 Lorman Education Services. All Rights Reserved.

All Rights Reserved. Lorman programs are copyrighted and may not be recorded or transcribed in whole or part without its express prior written permission. Your attendance at a Lorman seminar constitutes your agreement not to record or transcribe all or any part of it.

Full terms and conditions available at www.lorman.com/terms.php.

This publication is designed to provide general information on the topic presented. It is sold with the understanding that the publisher is not engaged in rendering any legal or professional services. The opinions or viewpoints expressed by faculty members do not necessarily reflect those of Lorman Education Services. These materials were

prepared by the faculty who are solely responsible for the correctness and appropriateness of the content. Although this manual is prepared by professionals, the content and information provided should not be used as a substitute for professional services, and such content and information does not constitute legal or other professional

advice. If legal or other professional advice is required, the services of a professional should be sought. Lorman Education Services is in no way responsible or liable for any advice or information provided by the faculty.

This disclosure may be required by the Circular 230 regulations of the U.S. Treasury and the Internal Revenue Service. We inform you that any federal tax advice contained in this written communication (including any attachments) is not intended to be used, and cannot be used, for the purpose of (i) avoiding federal tax penalties imposed by

the federal government or (ii) promoting, marketing or recommending to another party any tax related matters addressed herein.

mail: P.O. Box 509 Eau Claire, WI 54702-0509 • telephone: 866-352-9539 • fax: 715-833-3953email: customerservice@lorman.com • website: www.lorman.com • seminar id: 401921

Prepared By:Jackie A. Sexson

Learn What You Want, When You Want From Our Entire

Course Library

UNLIMITED ACCESS

ON-THE-GO LEARNING

We Offer Accredited Training Including CLE, CPE, HRCI, ENG and Many More

A L L - A C C E S S P A S SLORMAN EDUCATION SERVICES

Learn at Your Own Pace From Your Computer,

Tablet or Mobile Device

lorman.com/pass

GET CERTIFIED

Want to learn more? Contact a Lorman

All-Access Pass Specialist:

benefitsdirector@lorman.com or call 1-877-296-2169

Trends Forecast for HR Professionals

Presented by: Jackie Sexson, JD, MBA, SPHR

1

2

The Speaker

• JD, MBA, SPHR (HRCI), SHRM‐SCP

• Compliance manager with Fortune 300 company

• Former Executive Director with The Sexson Group, a legal and human resources consulting firm

• Former Assistant General Counsel, specializing in employment and labor law

• Former HR and Compliance Director for a regional financial institution

• Experience in employee relations, performance management, AAP, D&I, organizational management, benefits administration, talent acquisition, EEO and T&OD

• Can be reached at jackie80504@gmail.com

Learning Objectives

• Describe what the employees want to experience in the workplace and what they want from HR

• Explain the importance of winning the talent war and keeping your employees engages

• Identify trends for 2018 and beyond, including engaging the workforce, reassessing performance review process, incorporating online learning and arranging flexible workplaces

• Recognize whether you have an engaged workforce and how to change things

3

Possible Game Changers

• New employment legislation• Global trends in HR• Low employee engagement• Global demographic shifts• Values and attitudes toward work/life balance• Improvements in HR technology and social media• Rising benefit costs• Talent needed vs. talent available• Push for more talent innovation and creativity

Employee Experience in the Workplace

• What is employee experience? 

– Early 2000s, employers were most interested in employee satisfaction

– Now it is all about employee engagement

• Employee Life Cycle

• Why is the employee experience important?

• Role of technology in the employee experience – we will discuss this later

4

Employee Experience in the Workplace

• What it is not

– Employee Perks

– Employee Value Proposition

– Talent Management

– Employee Satisfaction

• What it is

Employee Engagement

• Drives a better bottom line

– Organizations with high engagement levels experience positive returns on 

• talent outcomes, 

• customer satisfaction and 

• the bottom line.

5

Employee Experience in the Workplace

How does HR create a 

positive employee experience?

Innovation

• In the Organization

• In Human Resources

• Should the organization be modeled after Google?

– No

–Why not?

6

HR Technology

• Everything is Digital

• Is this the way to keep employees engaged?

• Let’s talk basics

HR Technology

• Automation of the Basics

– It is no longer the simple HR business processes such as payroll and applicant tracking

– Everything that helps to automate the small processes and eliminate the need for manual input into the systems is what companies need to be competitive.

– HR managers need the tools to perform the HR related tasks efficiently.

7

HR Technology

• Communication Channels

– Recruiting 

• Recruiters are putting out fires when hiring rather than providing strategic value for the company.

• Artificial intelligence

• Schedule and outreach automation

• Training and testing through Virtual Reality

– Social media

HR Technology

• Employee Engagement

–Myriad of tools that help companies drive engagement

• But what really drives employee engagement?

• Generational Differences

– Keeping up with technology

8

HR Technology

• HR Data

– Analytics

– Employee behavior

– Efficiency metrics

– Assessment tools

What Do Employees Want from HR

• Employee engagement

–Why is this important

– Are surveys effective

• Learn what matters to employees

• Build a habit of transparency and share the results

• Create an action plant for feedback

9

Gamification of HR

• The fun way to engage employees

– How

• Motivation and increased employees’ engagement

• Employee referral program

• Acquiring and improving the best talent

• Promoting and communicating culture and core values of the company

• Enhance knowledge, skills and abilities

• Use of Mobile Tools 

What Do Employees Want from HR

• A focus on employee career pathing

• Employee friendly policies

• Total rewards

10

Total Rewards

• External factors influencing the total rewards strategies of the future:– Aging population– Multiple generations– Health care– Retirement– Compensation– Unionization– Diversity– Globalization– Technology– Activist investors

Employee Benefits and Leave Trends

• Cutting edge benefits

• Wellness beyond the office

• Paid leave

11

Wellness Beyond the Office

• Financial and wellness will get prioritized

• Sit/stand desks

• Healthy products in vending machines

• Stress management techniques

• How engaged are employees in the workplace health and well‐being programs?

The Vacation Crisis

• Studies show American workers have lost an entire week of vacation

• Americans left 658 million unused vacation days

• 48% of Millennials want to be seen as a “work martyr”

12

Winning the Talent War

• Turning hiring into a science

– Importance of candidate experience

–What job seekers hate about candidate experience

–What job seekers want in their candidate experience

Winning the Talent War

• Diversity and inclusion for success

– The importance of branding

– Use of online resources

– Inclusion, unconscious bias and diversity training

• Keeping a talented and engage workforce

13

American Workforce by Generation

• By 2020

– Baby Boomers

• 20%

– Gen X

• 20%

–Millennials (born 1982 – 1993)

• 55%

– Gen Z (born 1994 – 2010)

• 5%

Gen Z & Millennials

• Similarities

– Top leadership quality – communication

– Top employee benefit – work flexibility

– Top reward/incentive – cash rewards

– Top social network – Facebook

–Most desirable industry – technology 

14

Gen Z & Millennials

• Differences– Leadership aspiration

• Gen Z – slightly higher aspirations• Millennials – high aspirations

–Measuring success• Gen Z – promotions

• Millennials – respect from colleagues

– Loyalty• Gen Z – more loyal

• Millennials – less loyal

Gen Z & Millennials

• Differences (cont.)

–Manager feedback

• Gen Z – regularly

• Millennials – weekly

– Training vehicle

• Gen Z – project‐based work

• Millennials – corporate sponsored class

15

HRM 2020

• Technology challenges

• Employee diversity

• Managing skills

• Empowering workers

• Changing role of HRM

• Performance management software

Trends for 2018 and Beyond

• Engaging the workforce

• Reassess performance review process

• Online learning

• Flexible working arrangements

• Wearable computing

• Age of consumerism

• Dress code

16

Final Thoughts

• Jobs are not going away.  They are changing.

• We must design our organizations and jobs to empower people and the customer experience.

• There is a talent war and it is important to understand how to attract and engage the diverse employee.

Questions 

• Contact Info:

– jasexson@gmail.com

17

18

Notes