De trends, voorspellingen mag ook, voor het komende jaar vliegen je om de oren. Ik draag dan ook maar mijn steentje bij. 
De Trends die ik hier aanhaal, haal ik uit in november verschenen rapport Trends 2009: Human Resource Management van Hamerman & Thomas. Alleen al de prijs van $ 279,—(!) maakt het rapport ‘bijzonder’.
In a Nutshell zijn de voor hen te verwachten HR Trends in 2009:
“Human Resources Costs come under scrutiny as the economy falters:
- Recruitment activity will decrease while layoffs increase.
- Employee performance and development will drive business performance.
- The workforce is becoming younger and more global.
2009 Trends To Watch In Human Resource Management:
- Web 2.0 will become institutionalized. (This means that HR pros will start to augment their transactional process-based apps by institutionalizing today’s rogue social technologies.)
- Core HR systems strategies will focus on master data. (This will enable the employee data to be kept in sync across multiple HR, payroll, benefits, and talent management systems, as well as third-party business partners and operational applications that use employee data.)
- The definition of the workforce will continue to evolve. (Whereas the workforce has traditionally meant employees who are actually on the payroll, business needs encompass tracking and provisioning a variety of “nonemployees” as well. “Nonemployees include contractors, consultants, temporary workers, volunteers, and others who represent part of the productive workforce. Nonemployees will be managed within the human resource management system (HRMS) to allow for headcount and productivity analysis, project staffing, security provisioning, training programs, and other HR-related processes.)
- Talent management initiatives and solutions will become more integrated. (Having fewer HR systems and vendors to manage lowers IT support and integration costs and provides a more consistent user experience for business stakeholders.)
- Analytics will help HR become more strategic. (Why? Analytics are the cornerstone to predicting and modeling “what-if ” scenarios. They will arm HR with the ability to predict the future results of process and technology changes made today.)
- HR outsourcing initiatives will become more focused and selective. (Outsourcing selective HR processes of a compliance intensive or repetitive nature, like payroll, will remain viable. Cost savings is becoming less of a driver of HR outsourcing, with expertise and reliability being higher priorities.)
- HRM will continue to lead in software-as-a-service (SaaS) adoption. (Advancements in software technology related to configurability and integration help to make the SaaS model more palatable to bigger companies, especially those that are weary of upgrading on-premise HRM solutions.)
‘Zo maar wat Trends’. Surf het Web naar “HR TRends 2009” & haal er uit wat op jouw organisatie het meest van toepassing is.
