5 Big Changes Coming to Human Capital Management

5 Big Changes Coming to Human Capital Management

by Jayson Saba

The way we do work is always changing.

As new technology continually makes us more efficient, and evolving collaboration strategies have a noticeable impact on the dynamics within the workplace, every organization finds itself dramatically different at the start of a new year from the way it was 12 months ago.

The year 2014 was absolutely not an exception, as new mobile and cloud-based tools brought major change to work as we know it.

What’s interesting is that every time work changes, in theory human capital management should, too. If our employees are modifying their strategies over time, then how is the HR function adapting and keeping up?

That should be an especially salient question now, in early January of 2015. If workers are setting New Year’s resolutions, then those responsible for human capital management (HCM) strategies should consider doing the same. I blogged earlier about why I believe 2015 will be the year of the employee, and data is starting to back this up.


What employers need to be doing

According to Benefits Pro, there’s been a great deal of research into what new trends should be expected to shape HR in 2015. Deloitte Consulting has led the way, revealing its expectations for the new year in, Predictions for 2015: Redesigning the Organization for a Rapidly Changing World. In it, Deloitte principal Josh Bersin notes that the rise of Millennials and the arrival of the “24/7 work environment” amid a changing tech climate have converged to change the game.


The report states that,

Employers will be challenged to re-engineer the workplace, rethink jobs and reshape the way to attract, engage and manage people if they are to drive business performance amidst a growing global economy in 2015. Organizations should focus on bold, innovative strategies to develop leaders, engage employees and foster a healthy workplace culture if they want to succeed in a global environment where competition for talent will be fierce.”


So what strategies in particular are likely to be big in 2015? Here are five (5) in particular:


1. Redesigning performance management

Organizations are becoming more progressive about the way they oversee their employees.Companies are becoming less reliant on the annual appraisal process. The new model is one that promotes agility and transparency, allowing for staff members and their managers to collaborate on guiding the workforce together.


2. Helping the overwhelmed employee

Our colleagues find themselves overworked and stressed – for these individuals, it’s time to do something constructive to help them.

In 2015, in addition to implementing employee assistance programs (EAP) that focus on wellness, HR may want to look at ways to redesign the schedule to liberate the overwhelmed parties, especially shift-based workers.


3. Emphasizing corporate learning

Increasingly in the future, we’ll realize that job skills are the most important currency in the world.

For this reason, organizations will make learning a top priority so that their talent can develop and shine.


4. Investing in talent acquisition

Of course, it’s also a matter of bringing in high-quality people in the first place.

That’s why organizations in 2015 are likely to invest in better recruiting technologies to help them track down the best possible talent.


5. Developing HR itself

Last but not least, the HR department can only reach its full potential if it’s well-staffed, right?

Human capital management leaders should take a moment this year to develop the talents of their own internal people. As the HR function is transforming into a business partner, it will be critical to developing business acumen, underscored by tying HR efforts to the goals of the company.



Jayson Saba (2015, January 15). 5 Big Changes Coming to Human Capital Management. Retrieved from http://www.tlnt.com/2015/01/15/5-big-changes-coming-to-human-capital-management/ 

Strategic and Critical Thinking (CESB Accredited Program)
August 29-30, 2019

Strategic and critical thinking is an essential factor for an organization to succeed. We make personal and professional decisions  everyday, not just hundreds but sometimes we make thousands and so on. In this program, learn to develop strategic and critical thinking that allows you to develop a plan of action designed in order to achieve […]

Driving Execution (CESB Accredited Program)
September 5-6, 2019

Driving Execution is very essential in the organization, implementing plans is very difficult as some are resistant to change.  In this program learn the art of implementing plans despite the numerous challenges that may arise and be skilled in understanding and coping with the dynamics of change to help you achieve organizational success.   Date: September […]

Coaching: Raising Performance to the Next Level (CESB Accredited Program)
September 12-13, 2019

Coaching is a training and development of a learner. Coaching is very important as it help to bridge the gap between education and work experience.  It is a way to develop the employees which can be vital in achieving goals. In this program, understand and apply the different styles of coaching. Boost your employees performance […]

Building a Culture of Innovation in the Workplace
September 16-17, 2019

Organizations (profit or non-profit) are facing change like never before. Driving forces to this change include a rapidly expanding marketplace (globalization), and increasing competition, diversity among consumers, availability of and accessibility to new forms of technology and even a changing workplace culture. Creativity and innovation are keys to the success of a business. Leaders need […]

New Leadership Style for 21st Century (CESB Accredited Program)
September 18-20, 2019

New Leadership style for the 21st century provides foundational grounding on self-mastery, emotional intelligence and relating EQ skills to effective leadership and success. Participants also learn how to use these skills in coaching, conflict resolution and in handling difficult employees. Leadership is the most critical element of the business, effective leaders have the needed tools […]

(Driving Innovation) Thinking out-of-the-box Embracing Innovative Leadership (CESB Accredited)
September 26-27, 2019

(Driving Innovation) Thinking out-of-the-box: Embracing Innovative Leadership will help the participants understand and appreciate the need for a mindset of creative thinking and innovation. They will learn and understand the driving and hindering forces in creative thinking and innovation as well as develop and enhance their skills. They will learn and practice skills in actual […]

Leveraging HR Analytics and Data
September 26-27, 2019

Talent analytics and big data are now must-have capabilities in HR. The business world is transformed by sheer volume, speed and, availability of data.  Big data is essential to HR and L&D because it allows the conversations and connections which have tended to be in the realm of immeasurable to be captured and leveraged. HR Analytics […]

Essentials of Managing Change and Employee Transition (CESB Accredited)
October 3-4, 2019

Adjusting to organizational changes is always a challenge, and resistance to such change is a very common human response. This program provides a transition process for individuals going through change and a change leadership framework to understand resistance to change and how to manage it. The organization must have a systematic approach when dealing with […]

View our clients’ testimonials