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My bold HR prediction for 2016

As we are now at the beginning of another year, it is pretty en vogue for bloggers to write about predictions and trends for the coming year. Since mid-December last year, I must have read about 20 odd articles/blog posts that predict what we will see in 2016 from an HR perspective. The content covers the spectrum from speculating about the demise of the performance review (never going to happen) to the importance of analytics in the success of HR Professionals (take a drink if you have heard the word analytics at a conference recently or read about it in a blog post!).

Personally, if we want to get into predictions, I am going to go way out there and make a BOLD prediction for 2016. I predict that 2016 will be the year that HR, as a profession, finally gets its sh*t in a sock (or is it poop in a group?) and starts REALLY advocating and leading for better employee/employer relations. Translation – we need to start stamping out all the crappy leadership practices and discriminatory actions that we are seeing and hearing about. So, that is my bold prediction. HR finally becomes the voice of the business that speaks up and does something about what is ailing positive employee relations.

Over the course of the last couple of years (in particular) as much we as HR Pros like to focus on all kinds of sexy new programs and strategies (present company included), there are other, more important issues that require our attention. As much as it pains me to hear the stories, the work environments of today are still fraught with the old boys club mentality. There are still pay equity problems. Workplace discrimination and harassment occur far more than it ever should and is more rampant than anyone wants to admit. The most qualified people don’t always get the job or promotion. Hiring Managers still hire people that “look” like them. Too many managers play favourites (and not based on performance) and make life miserable for no reason for too many employees. Sr. leadership teams and management positions are still often void of any type of diversity.

Discrimination

We know this to be true but perhaps we either forget or ignore the issue because it means we (HR Pros) haven’t been doing as good a job as we can do. Maybe it’s because we simply can’t come to terms with the fact these issues should not be as prevalent as they are in today’s workplace yet here we are.

So, my prediction for 2016 is that HR Pros will rise up and speak out/take action against these issues and advocate for more positive employee relations. Other than heads of organizations, no other organizational role is more equipped to do this then us. We want credibility as a role and as a profession, so let’s seize the moment and show what great HR Pros can do! I predict that this grassroots movement will start to happen, not only because it makes good business sense, but because IT IS THE RIGHT THING TO DO. Agree/disagree? Make a comment below. As always, I welcome your feedback.

Image courtesy of David Castillo Dominici/FreeDigitalPhotos.net

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