Editor's Note

Year 2016 was indeed an exciting one for the human resource industry - Rise of social media, usage of HR analytics, improved employee experience, rise of the millennial and changes in performance reviews topped the list. HR saw major transformations in several HR practices. As we have just stepped into the year 2017, it’s time to take a look back at all that has happened in the year gone by and all that can be done to make this year more meaningful. Gunjan Bhatia's article The Changing Trends Of HR Industry offers you insights into the changing trends that kept and will keep HR professionals busy.

Recognizing The Elephant In The [HR] Room: Things to do as we evolve from engagement to experience

You may be familiar with the story of the blind men and an elephant. In it, a group of blind men come upon an elephant and each describes the animal from what he can feel. The one feeling the elephant’s leg says that it’s like a great pillar; the one who feels the tail says it’s like a rope; and, the one who feels the trunk says it’s like a tree branch. There are many versions of the story, just as the message behind the story is that there are many versions of one experience. And in order to make an informed decision, one has to bring all of those experiences together.

What Should HR Expect in 2017?: Here is what the experts think

We are underway into 2017 and this year still very much feels like a blank slate. There is reason though, for both optimism and caution. Because we love looking to the future of HR with our intuitive crystal balls, we asked a few HR experts—including our very own Rusty Lindquist—how they see things shaking out for HR in 2017. Below are some of the responses we found helpful.

HR Strategy and Planning Excellence Advertisers: February 2017

The Future Of Human Resources In The Smart Machine Age: HR will become HD (Human Development)

The Smart Machine Age will make obsolete the prevailing Industrial Revolution model of business leadership, operations, and staffing. That model was designed for mass production and to manage masses of employees to do specific tasks repeatedly in a standardized, reliable, predictable, and error-free manner.Under that model, human beings became resources, tools, and units of production to be commanded, controlled, and directed by managers who themselves were commanded, controlled, and directed by leaders using cultures of compliance and fear.

The Changing Trends Of HR Industry: What to expect in 2017?

2016 was an exciting year for human resource industry. HR saw major transformations in several HR practices, starting from annual performance reviews to overtime rules, from people analytics to effects of Trump’s administration. All these changing trends kept HR professionals busy throughout the year. We have just stepped into the year 2017. It’s time to take a look back at all that has happened in the year gone by and all that can be done to make this year more meaningful.

5 Human Resources Predictions For 2017: Will they rise to the occasion?

In preparation for my upcoming keynote speeches in 2017, I spent a great deal of time this January researching the most prominent trends occurring, and burgeoning, in the Human Resources sector. As a direct outgrowth of this research, I thought it would be valuable to share the most likely continued trends and predictions in Human Resources for 2017. Here are the top five, in order of magnitude and strength:

The Value Of HR Analytics: Why every company should be a quantified organization

Since joining Visier, I’ve been thinking a lot about the value of workforce analytics. I came to this organization because in my prior life as a researcher, my core focus was HR technology adoption and the value organizations derive from it.

86% Of Executives Can’t Find Value In Analytics: Why not?

To be clear, we’re speaking of all analytics programs and not just those in any one functional area. So what went wrong? According to the McKinsey survey, the number one reason put forth by leaders is the need to design a structure to support analytics. Here are a few thoughts on their organizational comment.

Beware Of Non-Predictive Vendors: Handling workforce vendors offering non-predictive solutions

I’ve been involved in the predictive workforce arena for almost two decades. I have to admit I’m surprised at how many vendors claiming to reduce employee turnover or increase employee performance do little more than offer a solution that “sounds” effective. They say the right predictive analytics buzzwords – without showing / proving that their solutions actually work for their customers.