2015 So Far: Mid-Year HR Professional Check Up

Scroll down to read more!

2015 So Far: Mid-Year HR Professional Check Up

Scroll down to read more!

Table of Contents

What did I add to my personal legacy this year?

Did I promote transparency and drive innovation?

Did I actively articulate the values of my company?

Did I build relationships and facilitate communication?

The questions above were originally posed to provide motivation and perspective seven months ago in my post 2015: Strategies and Trends for the HR Professional. As we are a little over halfway through the year, it is a good moment to take the time to review our progress.

It’s time for an HR professional check up.

Workforce Demographics: The Big Shift

The single biggest challenge in HR for 2015 was always going to be the shifting working demographic. An increasingly competitive talent market steadily building up with a diverse mix of individuals has created a complex landscape for those in our profession. Many of my posts have been targeted at ways to treat employees as individuals with unique needs and about ways that we can create a corporate (or small business) environment that supports the hiring and retaining of these individuals.

The question then is: should we still worry about that as we close out the year? Are we on track?

It doesn’t take much to see that — at least on the surface – not much of that focus has (or should) change through the rest of 2015 or beyond. Any business, HR, or social media site is chock full of headlines talking about the migration of Millennials into the workforce, the increasing job scarcity in the majority of fields as employment numbers rise, and the ways that Boomers are (and sometimes are not) exiting the workforce.

Yet I can’t help but feel that there is a salient point upon which we should also reflect. In regards to Millennials, I had cautioned about giving in too much to assumption. In large part, that is because this group (like any other) will continue to homogenize within the greater workforce as their personal needs grow. You can see this trend in the tone of many articles that are now starting to look beyond defining “Millennials” and more into what a demographic shift means for businesses. Discussions of spending habits, home buying, and saving have now illuminated what should seem obvious: a group that was still mostly of university age five years ago have matured and their priorities shifted as they entered the workforce, increased their incomes, and started paying down their debts. Buying homes and cars, starting families, and increasing purchasing power are all becoming part of the Millennial age range. This indicates that what will eventually be left is more of the general cultural mood associated with people of a similar age who experienced comparable events during their formative years.

What, if anything, do we need to change? For most of us in HR this means things that have been important to existing workers will still be valuable to younger folks in the future, but may require some tweaking to accommodate the individualism, interconnectedness, and financial needs of younger workers as they predominate our employment ranks. The same “check-up” questions I asked at the beginning of the year now stand as a guide for ensuring that your company is prepared regardless of the age group:

  • Do we have a plan for success through competitive hiring practices and robust benefits?
  • Do we have a culture of honest interaction that supports our employees?
  • Do we engage in a meaningful way with our progressively diverse employee body?
  • Do we proactively identify and recruit future leaders?
  • Do we train them to succeed?
  • Do we present ourselves as a company aware of emerging trends?
  • Do we support our communities and act in a socially responsible way?

Talking Talent: Something New?

While discussions of the demographics of where we work will continue to grab headlines, a bigger discussion seems to be on the horizon for the remainder of the year as we return to higher employment as a country: retaining talent. A competitive job market will mean that passive recruiting will again become the norm and so we must work to make sure that our people have reasons to continue to find our companies to be the right place for them. Focusing on engagement without being patronizing and providing a good corporate culture is something we can help nurture in our role and I challenge all of you to find new ways to solidify your talent base. My next few posts will be focused on this topic so stay tuned.

Did you like this post? Share it!

A Word From Our Sponsors

Ads help make Workology resources free for everyone. We respect your privacy. To see our Privacy Policy click here.

Recommended Posts

12 Types of Paid and Unpaid Leave and Time Off

A list for the HR professional to be able to answer employee questions related to time off....
Places to visit while in Chicago for the #SHRM13

Top 10 Must Sees in Chicago During #SHRM24

Must Sees in Chicago at the 2024 SHRM Annual Conference We’ve taken the stress out of planning and done all the work for you....

The Debate on Social Media Policies and Disclaimers The Debate on Social Media Policies and Disclaimers The Debate on Social Media Policies and Disclaimers The Debate On Social Media Policies and Disclaimers

5 Employee Twitter Bio Disclaimers You Should Add Today

Learn the top five Twitter (X) bio disclaimers every HR professional needs to protect personal and professional interests on social media....

How to Calculate FLSA Overtime Pay

Understand the Fair Labor Standards Act and learn how to calculate FLSA overtime pay to avoid any mistakes....
Discover the Best of Chicago

Top 10 Things to do in Chicago

Check out our free Yoga for HR class and take a break from #shrm24 at www.yogaforhr.com. Top 10 Things to do in Chicago Chicago...

Successful SHRM recertification

Your Path to Successful SHRM Recertification

Navigate your SHRM recertification journey with our guide. Uncover the process, benefits, and tips for successful career advancement in HR....

Navigating Career Change: Transitioning from HR to a New Career Path

Thinking about leaving HR for a new career? It happens to the best of us. Here's what you should consider first....

Going Paperless: Transitioning to a PDF-Based Workflow for Enhanced Efficiency

Going Paperless: Transitioning to a PDF-Based Workflow for Enhanced Efficiency Every day, we juggle deadlines, manage information overload, and constantly seek ways to streamline...

Checkout Our Products

Ads help make Workology resources free for everyone. We respect your privacy. To see our Privacy Policy click here.

More From Workology

Navigating Career Change: Transitioning from HR to a New Career Path

Thinking about leaving HR for a new career? It happens to the best of us. Here's what you should consider first.

5 Effective Employee Training Methods for 2024

Click on read more to open this post on our blog.

HR Certification Podcast Episode 15: Reviewing Employment Law for HRCI & SHRM Exams

In this episode of the HR Certification Podcast, we review employment law topics including adverse impact and the four-fifths rule.
Yoga for HR

Breathe Out Chaos, Breathe In Peace: Yoga for HR

Check out our free, 30-minute "Yoga for HR" webinar and learn how to clear your mind of chaos and clutter through breathwork and stretching!