A year in review: Our top business advice for HR professionals from 2017

Published · 3 min read

It’s hard to believe that the end of the year is already here and that the next week we will be celebrating the start of 2018. From focusing on People analytics to learning to adapt to an agile work environment, this year has been a transformative and challenging year for HR professionals. Before we head into the New Year, let’s take a look back at some of our top business advice from 2017.

Discovering what is People Science

As the HR industry continues to transform and adapt to the fast-paced economy, HR managers and directors are learning that data and technology can serve as a resource to learn more about their current employee base and the candidates they are recruiting. We discussed how organizations could use People data called People Science to understand the behavior of their workforce better.

“With People Science, companies can boost workforce visibility and design better insight-driven workplace experiences for their people to ensure they attract and retain the best.”- Paul Burrin, Vice President at Sage People

Microlearning: The trend your organization needs to get a handle on

Microlearning is a hot topic that has been up for discussion for the past few years. However, with the society moving toward a fast-paced business world, our employees have less time to keep up with the latest trends and industry techniques. That’s where Microlearning comes in as a valuable resource to companies. Content is presented to learners in specific, bite-sized chunks.

“Include micro learning as a part of your onboarding process. Sure, you will want and need to have face-time with new colleagues, but there are benefits to using a microlearning approach for some onboarding learning.”- Erin Buckley, Instructional Designer at Sage

Preparing for the Generation Z workforce

For years, the hot topic in the HR industry was about the millennial generation. That is now a thing of the past and organizations are more equipped to managing the millennial workforce. Companies need starting thinking about the next age demographic hitting the job market; which is Generation Z. HR industry expert Lynda Spiegel shares how your organization can start prepping for Generation Z.

“If your company culture assumes that all the good ideas come from the top, it’s time to instill a different mindset. Gen Z is accustomed to being heard. After all, this is the first entirely digital-native generation. Gen Z grew up being able to share their thoughts and feelings with the world through social media. Their approach is not to wait for change, but rather to initiate change. They figure things out on their own, a trait that employers should embrace instead of providing step-by-step instructions.”- Lynda Spiegel, Founder of Rising Stars Resumes

Learning to manage remote employees

An average of 24% of U.S. workers do some or all of their main job remotely and 68% say they expect to work remotely. If you don’t manage a remote employee at this moment that could change in the foreseeable future. We shared advice to People managers on how to work with remote employees.

“Invest in the right technology. What are the critical aspects of your business that should be available to all employees real-time? Many of these are cloud-based such as file and project management systems…This enables your employees to accelerate their sales and make informed decisions.” Julia Cantor, People Manager at Sage

How to hire top-notch freelance talent

In recent years, the freelance hiring pool has seen a surge in every sector of business. We sat down with Mike Ford and Jennifer Barnes, co-founders of San Diego, California-based professional services firm Pro Back Office to find out how organizations can hire top-notch freelance talent.

Pro Back Office founders say the key to finding and retaining clients is finding top hires is communication, IQ and having an innovative mindset.

“We aim to hire people who are kind, caring and empathetic,” Barnes says. At the same time, however, she stresses that strong technical skills are a must simply because of the industry they are in. “At the end of the day, we have to possess the best of both worlds or clients will not hire us.”-Jennifer Barnes, Co-Founder of Pro Back Office

The new job description of the modern CFO 

A CFO is no longer just a number-cruncher. The modern CFO is now driving the direction of the business, validating strategy and providing guidance on how organizations can develop a long-term growth strategy. We gave insight to companies looking to hire their next CFO.

“Good CFOs have become more strategic,” says J. Peter Bardwick, former CFO of predictive marketing software company Rocket Fuel and currently a corporate advisor and board member. “They’re not just reporting on what happens historically, they’re deep inside the business with the key functions that help the business grow.”

What will 2018 hold for the HR industry? Tell us in a comment below.

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