2014 Human resource trends

Proprietary and Confidential 2

2014 HR trends, challenges and opportunities

Source: Peoplefluent white paper, January 2014 – panel of HR Industry experts

Data Integration and data management across HR systems is imperative

• Most companies have disparate databases not linked together making analytics difficult

• Companies making investments will transform ongoing data management into high return business integration platforms and will outperform companies who have not made similar investments

Increased adoption of video and collaboration technologies on employee lifecycle

• Systems will need to be adapted to current technologies e.g., texting, and social tools

• Companies will need to invest in infrastructure to bring more agile communication tools together

Mobile transforming HR technology

• Companies need to make talent acquisition, talent management, and learning programs accessible by mobile devices

• “One button to apply” is the next big step in recruitment

• Other areas include time and attendance

• Shift away from e-mail toward messaging based collaboration solutions

HR has a busy and opportunity-laden year ahead with evolving trends such as mobile technology, integrated talent management systems, social media and the use of video in learning and development. Corporations need to adopt these trends before the opportunity is missed.

Proprietary and Confidential 3

2014 HR trends, challenges and opportunities

Source: Peoplefluent white paper, January 2014 – panel of HR Industry experts

Sourcing is moving from reactive to proactive

• New tools for sourcing beyond Linkedin – offering more refined searching

• Companies are using their own “content marketing’ teams to build talent networks

• Companies are working in tandem with their workforce planning teams to deliver talent close to real time

Leveraging compensation management to attract, retain and motivate

• Companies will revise compensation structures away from ‘pay for performance’ to ‘pay for business impact’ model

• Accounts for employee’s prior performance ties to employee’s potential

• Leverage to accelerate business performance

Training continues to be a big topic

• Use of more blended learning

• Focus on ROI (return on investment) of training which is retention

• Training needs to be rich, available on demand and supported and reinforced by management

• Use of social learning programs with gamification