New Work Habits
As societies evolve, the way we work also changes. In the past, large companies often operated in a highly hierarchical order with hundreds or even thousands of people working simultaneously in the same place. But times have changed and flexibility concepts have become the focus of today, with work patterns that increasingly cater to the needs of employees. In the competitive market, new trends aiming to attract and retain 21st century talent are increasing day by day.
1. Remote Work
The increase in the number of remote and freelance workers is one of the clearest signs that the “9 to 5 am” shifts in offices are a thing of the past. According to a study by Lancaster University; By 2020, 70% of all organizations in the UK will have embraced remote working, driven by opportunities such as "high productivity, improved employee health, attracting and employing talent, reducing accommodation costs". Basecamp, the American collaboration software company, is pioneering this flexibility with a total of 50 employees in 32 cities in the United States.
Service providers around the world are flocking to this new and vibrant community as flexibility becomes a driving force. In France, Sodexo offers more than 600 collaborative spaces in partnership with remote work specialists called Néo-Nomade. With the rise of the 'self-employed economy' and Uber-style business models, it's not surprising that 20-30% of the EU and US workforce is now self-employed and working in temporary jobs.
2. Developing Employee Skills
Although we live in an era of technological growth, few employees have the skills necessary to achieve a satisfying career or meet their country's growth needs. While 40% of companies in Germany and the USA have difficulty filling open positions, this rate is around 63-64% in emerging economies such as India and Brazil. Moreover, we will need much more skilled workers in the future.
As a result, big companies like McDonald's, Walmart, Starbucks and Gap are investing more and more in courses where their employees can develop their skills through individual programs, especially considering that new staffing and orientation processes cost them twice as much as their salaries. The skill development approach, which is also popular among employees, increases employee morale and increases continuity. According to a global survey by PWC consultants, 74% of respondents are ready to acquire new skills or be retrained to increase their likelihood of being hired.
3. Empowering People with Technology
HR departments at the world's leading companies use technology to drive the change agenda. With the emergence of new tools and platforms, HR teams are launching new services that will increase the experience and productivity of their employees. Internet of Things (IoT) technology with various connected devices is among the technologies that HR professionals use to present these developments.
While virtual assistants can gather and compile information from written and verbal orders, 'smart buildings' can seamlessly manage lighting, heating/cooling, reducing electricity bills by 20% and building security costs by up to 50%.
Wearable technology is another of the valuable IoT assets. Wearable technologies can serve as a guide for companies to design more convenient facilities and services for their employees. They can be used as security monitoring systems in industry and construction areas . Austrian company SmartCap Technologies has developed a headband that monitors brain waves, placed inside hats and hard hats, alerting the wearer about the onset of micro-sleeps that can cause fatigue and danger. According to a US survey, 58% of respondents are open to the idea of wearable technology, saying they would agree to wear a device that will help them do their job better.
4. Employee Experience and Human Capital Management 3.0
Employee willingness to adopt technology like the IoT becomes important when two-thirds are not engaged. HR departments are using a technology called Human Capital Management to take a new approach to engagement to address this issue. HCM 3.0 in its final form; The company aims to maximize the values of its employees by developing strategies in line with five main headings, including reward programs, learning, health and wellness, social participation and employee surveys/analysis.
Therefore, digital platforms play a major role in HCM's effort to bring out the best in the company's employees. According to a survey conducted in Latin America, 40% of some companies are using technology to highlight their three main HR priorities: efficiency, engagement and corporate culture. The figures regarding the use of this technology are above 70% for companies with more than 10,000 employees.
