joshbersin-2021人力资源趋势预测（英文）-2021.1-13页_3mb

HR Predictions for 2021 Summary

Core Content

The document outlines key HR trends and predictions for 2021, emphasizing the impact of the pandemic on the workplace, the evolution of employee experience (EX), the importance of wellbeing, and the strategic shift towards skills-based development and talent mobility.

Main Points

1. New War for Talent

• The "war for talent" is expected to intensify due to high demand for key roles and a shortage of skilled workers.
• The workforce is changing, with baby boomers retiring at a record rate and women and non-college-educated workers leaving the workforce.
• Service roles will be in high demand, requiring skills such as learning, collaboration, and alignment with the company’s purpose.
• Companies should communicate their purpose clearly to attract talent that values meaningful work.

2. Digital Transformation is Now a Way of Life

• Remote and hybrid work models have become the norm, and HR must adapt to this new reality.
• The focus is on simplifying, integrating, and designing digital work experiences.
• Platforms like Microsoft Teams, Workplace by Facebook, and ServiceNow are becoming essential for employee communication and collaboration.
• The future workplace will be a mix of physical and digital spaces, designed for collaboration and individual work.

3. Employee Experience as a Corporate Strategy

• EX has evolved from a niche HR topic to a company-wide strategy involving multiple departments.
• It includes work protocols, workplace design, culture, feedback, and development.
• The EX framework emphasizes real-time listening, feedback, and action, moving from annual surveys to continuous response platforms.
• The goal is to create a seamless and personalized employee experience through technology and design thinking.

4. Wellbeing and Safe Workplaces in the Board Room

• Wellbeing has become a central corporate strategy, not just a benefit.
• Companies are expected to provide clear direction, time for focus, and a supportive work environment.
• Policies around remote work, public health, and virus outbreak management will be crucial.
• There's a growing emphasis on social responsibility and citizenship, with inclusive mission statements becoming more common.

5. Strategic Focus on Skills and Capabilities

• Continuous learning and development (L&D) will be a strategic focus for companies.
• The concept of "Power Skills" such as listening, communication, and leadership will be increasingly important.
• Companies need to move beyond generic LXP tools and instead develop a capability taxonomy to align learning with business goals.
• A capability strategy is essential for fostering deeper skills, mentoring, and leveraging internal expertise.

6. Disruption in the L&D Market

• The L&D market is undergoing significant disruption, with new tools and platforms emerging.
• Microsoft Teams will include a learning app, enabling learning in the flow of work.
• LXPs are evolving into more robust LMS platforms, with added features like e-commerce and talent marketplace integration.
• Learning record stores (LRS) will become more important, as they store detailed learning data.
• The demand for content is growing rapidly, and companies must carefully manage and control content providers.

7. Talent Mobility as a Strategic Focus

• Internal mobility is becoming a strategic priority, moving from a secondary concern to a core part of talent management.
• Companies like Unilever, SAP, and others are thriving by leveraging internal mobility.
• Talent marketplace platforms are emerging to facilitate internal job transitions and mobility.
• The concept of a T-shaped career and personal network building is gaining traction.

8. HR Transformation Is a Priority

• HR operating models need to be reimagined to be more agile, data-driven, and focused on employee experience.
• Companies are moving towards cloud-based HR systems and efficient models that leverage AI and self-service.
• HR teams must be trained and reskilled to support this transformation.
• People analytics is becoming a mandatory function, with dedicated data science teams analyzing employee data for insights.

Key Information

• Talent Mobility: Platforms like Eightfold, Hitch, and Workday are enabling internal mobility and talent marketplaces.
• Digital Work Experience: Integration and simplification of digital tools are crucial for the future of work.
• Employee Wellbeing: It is now a strategic priority, influencing corporate culture and mission statements.
• Learning & Development: The L&D market is growing rapidly, with new tools and content available, requiring careful management.
• Employee Experience (EX): EX is evolving into a comprehensive strategy that involves multiple departments and focuses on real-time feedback and action.
• Leadership & Culture: Leaders must be empathetic, transparent, and focused on employee development and wellbeing.
• Skills Development: The future of work is skills-based, requiring a strategic approach to continuous learning and capability building.

Conclusion

2021 is expected to be a transformational year for HR, with a focus on talent mobility, digital transformation, employee wellbeing, and strategic learning. HR leaders must adapt to these changes by rethinking their operating models, leveraging technology, and prioritizing employee experience and development.