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Diversity, Data, and Day-to-Day Engagement: 2017 Predictions From SAP North America's Head of HR

Diversity, Data, and Day-to-Day Engagement: 2017 Predictions From SAP North America's Head of HR
From Recruiter - January 18, 2017

What does 2017 have in store for the recruiting and hiring fields?

No one can say for certainbut that hasnt stopped any of us from trying. Last week, we brought you ten trends we thought everyone should keep an eye on this year. Today, we have three more trends that merit consideration, courtesy of SAP North Americas Head of Human Resources Jewell Parkinson.

Here are three forces Parkinson predicts will play major roles in the coming year:

1. Analytics: Not Going Away Anytime Soon

HR and recruiting analytics have been gaining momentum over the past few years, and Parkinson believes that momentum willkeep building throughout 2017.

Workplaces are changing, industry lines are blurring, and there is an overwhelming amount of information available to companiesinformation about markets, about candidates, and about current employees. The only problem is parsing all that data in a rapidly changing world. Whilemany organizations have already embraced analytics for exactly this reason, there still exist stragglers that need to get on the ball.

Our ability to actually understanding the data, make sense of it, and act on it is compromised by not being able to analyze it, Parkinson says. HR needs the ability to provide [insight] in a more strategic way, so businesses will be able to react, respond, and try to get a step ahead. [Analytics] gives HR the ability to no longer rely on guesswork or have feelings about what a decision should be; instead,they can drive faster and better decisions based on facts and information.

Organizations may also begin using analytics in more refined and targeted ways in 2o17,according to Parkinson. She notes that SAP hasrecently begun using analytics to manage business growth, leveraging data to answer questions like Where are we growing?; Whatdo our generational demographics look like?; and Where do we see trends around attrition?

From there, we can look even further at attrition to see if it is impacting a certain population, like top talent or high performers, Parkinson says. Being able to see information, ask the right questions, and go to the root causeallows you to be more surgical in terms of where you focus your energies.

Parkinson also sees analytics as a boon to corporate learning and development programs, allowing leaders to ensure theirprograms actually spuron visibleimprovement.

When looking at how to grow skill sets and equip your workforce, theres data around how learning is being consumed and whether or not it is having an impact on things like business performance, productivity, turnover, and customer satisfaction, Parkinson says. You can see all these interdependencies through the information.

But this is only the caseif your organization has armed itself with the right analytics tools. If it hasnt done so yet, 2017 may be the last chance before competitors leave your company in the dust for good.

Finally, Parkinson predicts that many organizations are going to have long-overdue conversations around data privacy this year.

Thats unsurprising, considering all the high-profile hackings of 2016. Yahoo, the Democratic National Committee, and even the National Security Agency itself were struck by hackers this year, among other targets. If hackers could bypass the NSAs security systems, its probably time for your organization to audit its data protections.

2.The Reimagined Employee Experience



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