Stories of the Workplace
At the start of the year, many articles surfaced predicting the expected workplace trends. Some articles took a deeper look at the possible impact on the HR and learning and development industry within the workplace and the changing face of today’s workers.
- BABY BOOMER
- GENERATION X
- GENERATION Y
We reviewed several of the projections with the intent to take a “mid-year in review” look at the top three trends mentioned in each article.
- Organizations hiring Generation Z – born between 1994 and 2010
- Millenniums are becoming managers at a fast rate, but are unprepared for the responsibilities required. Why – because they were never trained how to become effective managers, but promoted quickly and as a response the retirement of experienced team members.
- Younger workers choose to work and do business with transparent organizations.
- 10 Workplace Trends You’ll See in 2015, by Chad Brooks.
- Psychologists Predict Workplace Trends for 2015, by Dr. Michael Woody.
- From Diversity to Dogs: The Top 10 workplace trends for 2015, by Kathryn Tuggle.
Shani Magosky, Chief Executive Magazine
- 75%+ of organization do not provide formal training for employees nor managers regarding flextime or flexible work hours. Additional focus is needed to support this initiative within an individual business culture while meeting the needs of the business.
- Increased use of the cloud – taking advantage of the increased security and tools available for collaboration, and flexibility.
- Increase use of existing and readily available technology, specifically devices that employees currently have, including tablets, and other mobile devices.
Marty Nemko, Time Magazine
- Changing work “day” with freelance, contract, part-time, internships, etc. According to multiple studies, more than 50 million Americans fit this category.
- It doesn’t only takes longer to find employment, but the interview and hiring process can take months, and the process is more complex. Needing a job and applying for an available job is no longer simple, or quick.
- The need for quick education and training that will help obtain a paying job will increase, while the desire or need for a traditional, expensive, liberal arts bachelor’s degree decreases.
Workforce Institute at Kronos Incorporated
- Compliance requirements provide a new set of training requirements for organizations.
- Focus on the employees who have face time with the customer – they are key assets to the business.
- Multiple generations are impacting the workforce with younger workers having opportunities to take the roles that retiring boomers currently hold.
- Instructional Designers will place more emphasis on user focus and innovation to increase the experience of the adult learner.
- Emphasis on ongoing, continual learning in a variety of formats.
- Providing skills development and learning opportunities in bite-sized portions, short and quick with actionable activities to reinforce the skill(s)
2015 HR TRENDS
- The multi-generational, multi-skilled workforce of today is changing rapidly which requires key opportunities for HR to address worker’s needs.
- Many job seekers are redefining the impact the job has within their lives and the expectations of the jobs. Benefits and flexibility requirements are impacted.
- The expectation and elements of a dream job has changed in the minds of the younger worker, which impacts the focus of HR to address these expectations for today’s worker.
Overall, there were some common themes that emerged for the year.
- Multigenerational Impact: Millenniums, Baby Boomers, Generation X, Y and Z learn differently. Baby Boomers were given extensive training throughout their career moves. Millenniums and Generation X, Y and Z have received limited formal training. Experienced Baby Boomers are “retiring” and taking their knowledge to start new businesses and alternate careers.
- Standard Work Day: The work day is no longer a typical 8am to 5pm “in-the-office, face-to-face”. Businesses requiring workers to “do less with more”, and global businesses require flexibility in worker locations and scheduled to accommodate a wider range of customers and business models.
- Hiring: The hiring process is evolving with the needs of the business and changing worker marketplace.
- Training: Methods of providing skills development and training are changing quickly. Younger workers are not receiving formal training, but are receptive to short, crisp, direct training in small amounts utilizing new technologies as a learning tool.