Top 5 trends in HR in 2017

The workplace is changing in big ways in this new year and these are some of the top trends that you might find in your workplace and how to be prepared for the change. The workplace is in constant evolution, along with their employees, procedures, and technology, and this brings along constant change. Companies should be prepared to change when the time comes to adapt their procedures and tools to match their team and context.

1 – Candidate and employee experience becomes a priority

For many years, companies have focused on creating the perfect customer experience through marketing strategies. This, in turn, has increased loyalty and revenues for years, so now Human Resources has realized the value behind it and is turning internally to the company. In 2017, Human Resources are now tapping into marketing and customer service insight developing experiences for both employees and new candidates. Employees and candidates are now going online and offering reviews about their experience and this is something that is changing the way job search works.  Procedures like notifying applicants about their status in the hiring process are vital, and when employees don’t get any kind of contact will most likely never send another application to a hiring process in that company again. This negative experience will possibly turn away future candidates as most comments and experiences can go viral nowadays on social media. By previous candidates spreading the word about negative candidate experiences, you’ll be missing out on some of the top talents in the market. Additionally, you’ll find the current employees’ experience will be just as vital to your talent acquisition in the future. Ensure employee experience by offering training, improving work spaces, and giving more rewards for a job well done. All in all taking care of the experience that people have when they encounter your company will go a long way.

2 – Blended workforce increase changes the panorama of companies

In the past couple of years, companies have found the advantages to hiring freelance employees and the virtues of the blended workforce. Projects are now being worked on by teams if full-time employees and freelancers each one bringing to the table their experience and know how. Being prepared as a company to explore blended alternatives of working. This trend is picking up and bringing to the workforce a whole new way of handling things. Companies can begin to start exploring remote workers, telecommuting and other alternatives that will suit your company and its needs, all while offering your employees the best possible experience as part of your organization.

Related article: 5 Keys to efficiently manage remote teams.

3 – Ongoing reviews replace yearly reviews

Human Resources has long discussed the possibility of getting rid of annual performance reviews, especially nowadays when the fast-paced technological world has prepared a different kind of professional. Today’s professionals are expecting immediate and instant feedback and/or gratification, similar to what they experience on social networks. Studies have proven that most employees don’t see the benefit behind annual feedback reports, which based on their responses don’t help to improve performance. The new generation of professionals prefer to receive daily, weekly or regular feedback to be able to make adjustments and performance improvements in shorter spans of time. Companies that have followed suit in changing up the performance review process, have seen great results through productivity increase.

4 – A whole new breed of professionals

Younger employees are now entering the workplace will transform the panorama once again, with younger professionals bringing along with them new demands and more technology. This new evolution of companies could drive a greater wedge between younger and older employees so it will be important to analyze the different strategies your company will undertake to ensure a good working environment, where each employee, regardless of age, can be productive. The transformation has to be fit to hold this new workforce with younger faces, but still align with the company’s interests and the older generation of employees.

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Image courtesy of ierre Gorissen at Flickr.com

5 – Incorporate technologies in the workplace

2016 brought with it a lot of advances in technology like augmented and virtual reality. Many of the younger generations are requesting and suggesting that their companies get on board and include these newer technologies in corporate procedures, products, and services. Facebook and Apple are already making great strides in including this tech in their new products, but the increase for 2017 is almost inevitable. Having access to this tech outside of the office will be the reason why most employees will want to have the same tech inside of the workplace. VR is already making its way into some company’s procedures, like offering virtual reality tours for potential new employees, or to explore machinery.

All of these changes, among others, will revolutionize the workplace and to ensure that you can keep up your company will need to, not only analyze the trends themselves but how these trends will affect the rest of the workplace paperwork, procedures, and legal contracts.

Three women athletes who continue contributing to the world

The lists of post-athletes who are now successful are well known. Among them is never missing Michael Jordan, David Beckham, Greg Norman, and many more. However, there is little information about those women who marked a milestone in the history of sports and who after their retirement continue changing the world with their knowledge and help. Here, three of them.

Li Na

This Chinese tennis player was the first in her country to reach a Grand Slam final, an international event with four tournaments. There, she triumphed in the modality of individual. She also won the Roland Garros in Paris, the Australian Open and the French Open in 2011. With this last one, the eyes of everybody were on her and continued like that until 2014, when she decided to retire.

At her 32 years, she had gone through four knee operations and had to apply shots every week to withstand the pain. That’s why she made known to the media and his fans that from that moment on, she would be in other works in her native country. Despite her retirement, sportswear companies like Nike continued to pay her for her sponsorship.

Since then, her main focus is on her own tennis school that offers scholarships to motivate the sport in China. In addition, she collaborates in the foundation “Right to play” that seeks to help children and young people in poverty.

Li Na started in the sport since she was eight, first with badminton and then went on to tennis. After that, she dedicated her whole life to this one. Even after stopping playing, she continues traveling to different countries to invite other players to participate in different tournaments in China.

Lorena Ochoa Reyes

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Image courtesy of Keith Allison at Flickr.com

Lorena Ochoa was born in Guadalajara, Mexico in 1981. It was there that her family instilled her love for sports, which led her to be an immortal symbol of golf in the world.

From a very young age, she showed her skills. With six years she won the first state title, a year later a national title, and at age eight she won at the Junior World Golf Championship and went on for five consecutive years. Even in college, she continued to play as an amateur until starting as a pro in 2002. Shortly afterward, with 25 years, she managed to be in the number one position in the world ranking.

Among her list of awards, she has more than 100 titles at the state level, two wins at Majors and is the top winner of the National Sports Award in Mexico. In addition, she was the number one player in the world for 157 consecutive weeks since 2007. In terms of recognition, she managed to be in 2008 list of Forbes magazine in 2008 as one of the most powerful personalities and won the ESPY Award as The Best national athlete. She was also and Leader of LPGA and Rolex Player of the Year for three years.

Even after all these awards, Lorena never forgot her family and her land. That’s why she has her permanent headquarters in Guadalajara since 2008. There, Lorena receives every year different golfers from the world in the tournament that bears his name. Despite having retired in 2010, this tournament not only continues today but also, she now dedicates her time to different activities.

Since then, Lorena teaches golf in her academies, one in Acapulco called Ochoa Golf Academy and another one in the United States. Lorena also designs golf courses and managed to be among the finalists (including Greg Norman) to design the field of the Olympic Games in Rio de Janeiro. She also works in her own foundation that has since 2004, that gives education to low-income children.

Despite years of retirement, her life is still tied to golf. In 2012, he launched a program on CNN about this sport in Latin America and in the same year she published her biographical book “Dreaming in Big”.

Annika Sörenstam

She is a Swedish golfer who during her time as an athlete won 93 golf tournaments, 72 of it in the LPGA and 10 Major Championships, including the Open of United States in 1995, 1996 and 2006. She was also Rolex Player for eight years. For this and more, Annika entered to the World Golf Hall of Fame in 2003 and a year later won the Laureus Award for best athlete.

Annika played golf since her adolescence and retired in 2008 to focus on her own brand and the foundation that bears her name since 2007. There, she helps young people improve in golf and give them a healthy lifestyle. Among some of the most outstanding initiatives, there is SPARK in Florida that helps to improve the health of 100 children. In addition to this, he is part of NBC Golf as an analyst and represents brands such as AHEAD, Callaway, Golfing World, Lexus, and Rolex.

Are Human Resources and Human Capital the same thing?

Human resources and Human Capital are two disciplines that get often confused with one another. However, they differ from each other significantly. You may ask yourself “How?” or “Why?” and the reasons are simple but often ignored by the careless eye. In this article, Jason Hanold will share some key ideas that elucidate the main difference between Human Resources and Human Capital as fundamental concepts for any given organization.

Difference in the role they play

Human Resources is the department composed of professionals who are in charge of managing the transactional activities of an organization. Such as managing the company benefits, payroll, reports, and compliance operations. This department is in charge of merely operative tasks inside the organizations.

Human Capital, on the other hand, serves strategic functions. It is in charge of managing the performance of professionals inside the organization. Also, it works hard for professional developments and human resources planning. This area always has the mission of planning and measuring what happens with the human capital inside a company.

As companies move to an unorthodox business model, they thrive to have bigger Human Capital departments instead of focusing on having Human Resources department. The reason to this is that individuals are no longer considered replaceable resources but assets. They are no longer part of an economy who focuses on the physical production of items but in the intellectual production of content and ideas that may help organizations move to the next level.

Related: Human Resources & Human Capital: The differences and interdependencies (and why companies need both).

A matter of Motivation

The Human Resources Departments of many companies worldwide are currently facing a crisis: keeping employees motivated. As the role of this department is to do all the administrative activities related to those working for the company, it has failed to understand that there are other needs that need to be satisfied in order to keep employees happy.

This is where the Human Capital department becomes vital for organizations. It is true this department won’t tell you how much money you should spend on the payroll. But it will for sure let you know where you have some problems and why your company is not connecting to its people. If the Human Resources department is not committed to keeping happy collaborators, your Human Capital department will, by all means, take action on the matter.

There are as many approaches to solving problems as individuals in an organization. The Human Capital department is in charge of understanding how the human brain works and how your collaborators feel about the company. People are the greatest asset of institutions. Especially nowadays, when the workforce is growing slowly in America and baby boomers are retiring from their old posts.

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Image courtesy of Ingo Joseph at Pexels.com

The understanding of people

As it is said by its name, they Human Resources department understands individuals as they were resources for the company. They are in other words meant to be consumed and are often expendable. Even when traditional companies had the best intentions, the failed in treating humans as they could be drawn or exhausted. This happened because there were other resources in the marked willing to be hired by the same company that had already consumed another resource.

Nowadays, there is no place for this trend. The workforce in the United States is growing slowly and young professionals have fewer intentions on working behind a desk or for a company. This is why the Human Capital department needs to work hard to understand people. People will help companies grow only if they believe they can also grow inside the company. The idea of Capital becomes vital because it lasts for longer than a resource and it allows you to make successful investments that will generate more capital.

Understanding humans as capital instead of resources is a plot twist that aims to increase the growth of companies with an unconventional business approach.

Related: What Is A Human Resource?

Both departments are necessary

Even when it has been said that the Human Capital department can help a company grow faster and stronger. It is crucial to keep in mind that having a Human Resources department is also important and often necessary for the day to day operation of a company.

The two disciples interconnect and contribute to the proper development of each. Companies should not dismiss any of the two departments. Nevertheless, they should define its approach towards collaborators since this will give them an identity easy to identify by potential collaborators and business partners.

Organizations need to understand that if they only focus on systems and processes, treating individuals as numbers, they will lose its workforce. But, if they don’t have an organized structure with a consistent payroll and defined benefits, they won’t be appealing enough for the type of professionals they want to hire.

In conclusion, Human Resources and Human Capital are both interconnected and should be managed by an integrated team who knows how to recruit and retain happy collaborators.

The hardest moment

“The hardest moment”. That is the most repeated sentence amongst ex-athletes whenever they remember the time they had to call it quits; whenever they had to give up years of training, discipline and mental, as well as physical, sacrifice. Not everyone is ready to make the overwhelming decision, as former F.C Barcelona handball goalie David Barrufet recalls. But then what? Well, Jason Hanold has previously told several stories about famous athletes and their transitions to the “normal” life: the time where a new life, away from training facilities, courts, pitches, media, fans, etc., begins. It is often heard that one of the most difficult aspects ex-athletes have to face when deciding to end their careers is the fact that they will no longer be popular nor a star. Calling it quits often is a forced decision, as it is generally preceded by being too old, or having suffered an injury, or even sickness, however, regardless of the motive, athletes must be inexorably prepared for that specific moment. Psychologists have described what athletes commonly face after retirement: a never-ending void, a feeling of everlasting isolation and sorrow. Many do not know what do to with such array of spare time, which is usually aggravated by the sheer frustration of having to pick a new profession —which could also be less tedious should they had a plan B in advance.

If there is something that ex-athletes, who have managed to succeed after retiring, seem to agree upon, is the fact that everyone, in spite of being busy pursuing a successful career in sports, should focus on developing other skills —or, better said, they should continue studying while understanding that, when the time comes, they will have to inevitably face retirement. Most athletes have no other skill than the ones required to perform at maximum intensity in their sport; moreover, once they have left the athletic lifestyle, many are inexperienced, which is why up to 94% of retired athletes seem to fondly consider remaining connected to sports, since they feel more comfortable and it is a field that becomes an extension of their natural competitive instinct. According to a recent survey, ex-athletes usually disregard any other option aside from remaining connected to sports, as they can continue developing their skills while helping others achieve their dreams. Nevertheless, there are others who decide to try unexplored fields, like politics: Arnold Schwarzenegger, for instance, ran for governor of California and went on to succeed. Politics is something that is definitely not frowned upon by athletes, since, according to the survey, having a position in politics enables them to help develop sports as something important.

Whatever the case may be, there is something that should stay the same: athletes must strive to stay active both physically and mentally. Whenever elite athletes are facing the end of their sports career, they usually struggle to accept such plot twist, and that a new life in terms of their familiar, social and economic spheres will emerge. This shift is often drastic and hard to go through, which is why, as mentioned above, the most important thing is to have a plan B and to be ready for when the time comes —which is why the psychological training and care is crucial, since many fails at accepting their fate and fall victim of their own lack of confidence and go consequently in a tailspin, as they no longer feel part of the sports environment. There are plenty of interviews where ex-athletes stress their main concerns after retirement, and, as depicted above, almost all of them are embodied in post-career identity issues: many athletes are known for their achievements, but who are they once they retire? It is something heard amongst them.

In order to cope with the struggle, those who have successfully embraced the transition have previously stressed out the importance of staying healthy and performing physical activities, since it has been proven that giving up trainings have a tremendously negative impact on the body —it is important for athletes to get rid of the accumulated tension they have gathered, consequence of their years of extreme physical activity. Additionally, retired athletes are prone to suffering cardiovascular issues and diseases such as arterial hypertension, obesity, arrhythmia, etc., which is why is recommended to keep training moderately. However, the main issue comes down to having a general outline for retirement: many have stressed the difficulties athletes face whenever they try to fit the working life, as mentioned above, and the most valuable advice is embodied in the necessity for athletes to pair the sports life with other activities that could help them develop another set of skills for when the time comes, thusly making the transition much easier and less dramatic. Overcoming the hardest moment is all about planning.