What is the new trend of career development? Experience from lectures on new trends of career development.

1. The company will pay more attention to improving the interview candidate experience and employee work experience.

As the marketing department of the company, the main work for many years is to improve and enhance the customer experience, thus improving customer satisfaction. Starting from this year, the human resources department should also enhance the experience of employees and potential employees. For example, in recruitment, once a candidate receives an interview notice, the first thing he does is often to search online for evaluation. If you see the bad comments of Baidu or professional websites on the company, it is estimated that candidates will hesitate to come for an interview. Therefore, the applicant's experience of the company begins from the moment he submits his resume. Friendly interaction with candidates, creating a good interview experience for candidates, is also a great trick to promote corporate culture.

Once employees enter the company to report for work, human resources managers should think about how to reform the old reward plan, invest more training, better understand the needs of employees, further improve the workspace, let employees work happily, and enhance their sense of experience and professionalism. For example, IBM used a new data analysis strategy to predict the brain drain risk of key positions, and informed managers in time, thus reducing the turnover rate, which has helped IBM save $65.438+$300 million. So 20 17 is the year of employee experience improvement, yes. The human resources department has a lot of work to do.

2. The traditional annual performance appraisal has evolved into continuous review and counseling.

In the process of performance management, more and more enterprises downplay the annual assessment scoring and mandatory distribution, and pay more attention to the daily feedback, communication and counseling of employees. Because today's young people were born in the mid-1990s, they like timely feedback instead of routine performance interviews at the end of each year. Continuous communication and feedback will become the normal state of management.

Many companies adapt to the changing trend of the mobile Internet era, innovate their performance management systems, and give these timely feedbacks a nice name. For example, Adobe's check-ins mechanism sets work goals every year, but the work progress review will give regular feedback, which reduces their voluntary turnover rate by 2%. And GE's contact performance system. Managers and employees have the opportunity to check their work results and improve their abilities by using this application every day, which has increased GE's productivity five times in the past year. IBM's checkpoints and Microsoft's connect also focus on continuous feedback and communication of performance.

3. Organizational structure adjustment pays more attention to team performance than individual performance.

Regardless of the economic situation and employment situation, more and more enterprises begin to emphasize team performance and team cooperation. Although employees have personal career plans, the company is constantly reorganizing teams, because high-performance teams will enable the company to compete for future business success. The main reason for the adjustment of organizational structure is that millennials (post-80s) and generation Z (post-90s) have participated in team sports since childhood, so they also hope to have the same teamwork in the office. In fact, organizations are trying to become more agile and flexible to better cope with customer needs and market fluctuations.

Almost all companies regard "organizational design" as the primary task of 20 17. Cisco is the first company to accept this trend. They created "Team Space", which is a * * * winning intelligent platform dedicated to team work efficiently. In the future, team performance will definitely be more important than individual performance. With the organization becoming more flat, miniaturized and agile, the assessment methods of team performance and individual performance also need to be changed. After Microsoft's performance management reform, the influence of employees was evaluated, focusing on their contribution to the organization and team and their help to others. The author has a customer, and their domestic companies all operate as a team, with no fixed department and no fixed manager. All team members can form a team to complete the project at any time. 20 17 they began to learn to use Google OKR target management. Because OKR emphasizes transparency, team performance and teamwork, not just heroism of individual performance.

4. Augmented Reality (AR) and Virtual Reality (VR) will be more introduced into recruitment and training.

With the success of Facebook's acquisition of Oculus, Apple's patent application for 3D display system and augmented reality application of Pokemon game, these technologies of 20 17 are undoubtedly further utilized. We found that the younger generation wants the company to introduce virtual reality into the workplace. The technical experience experienced by employees outside of work will also make them have the same expectations for the office. Augmented reality and virtual reality can help improve the experience of job seekers, and also make employee training more attractive and cheaper. For example, the British Army has used VR technology in the recruitment process; GM has a virtual office to visit; On the other hand, GE used VR in campus job fairs. They asked students to wear VR helmets and visit the company's oil and gas recovery equipment. Ibm Watson (an outstanding representative of IBM cognitive computing system and technical platform) has begun to study the personality of candidates. Let the candidate enter the robot, and the robot will give a complete personality report of the candidate in a few seconds.

5. The battle for talents continues to heat up, relying on culture and values to recruit and retain people.

In the United States, the average working life of employees is 4.6 years, and many young people leave the company after working for two years. 20 16 The turnover rate of Beishangguang and major cities is 20%. There is no life-long employment contract in society now. According to statistics, 76% of full-time workers in the United States are either actively looking for jobs or looking for new opportunities, while 48% of employers are unable to fill job vacancies because of skills gap and high turnover rate. According to CIIC statistics, among the post-90s generation of 20 16, 52% people are ready to change jobs. 38. 1% of the post-80s have intention to change jobs. In addition, private enterprises and white-collar workers with bachelor's degrees also showed strong intention to change jobs, accounting for 47% and 46.9% respectively.

In the flow of all these talents, the grab for outstanding talents is very fierce. This is why you will see a company that pays more attention to employee experience, and a company that pays more attention to corporate culture and values can attract talents and retain employees. When Alibaba acquired Yahoo, Ma Yun clearly pointed out: "There is one thing that cannot be bargained, and that is corporate culture, mission and values." Alibaba's strength lies in taking corporate culture seriously and implementing it seriously. Alibaba's value name is Six Pulse Excalibur. They are: customer first, teamwork, embracing change, honesty, passion and dedication. Among them, the three swords are to be a man: honesty, passion and dedication are the foundation; The second sword is to do things: teamwork and embracing change, which is the intermediate force; The rest of the swords hit the nail on the head, named the direction and said "customer first", which is the deepest skill of the six-pulse Excalibur. Alibaba is recruiting, managing and retaining talents according to the six-pulse Excalibur values, which makes it one of the most attractive companies for young people to join.

6. Enterprises will adopt more employment methods to reduce the cost of employment.

With the slowdown of global economic growth, more and more enterprises began to explore various ways to save labor. In addition to full-time employees, more project workers, temporary workers, labor dispatchers, interns and freelancers have participated in the enterprise employment tide, forming a more flexible team within the enterprise. In the United States, research shows that in the next few years, at least 40% of enterprise employees will be freelancers. This trend will also appear more in China enterprises. With more and more companies recruiting according to needs and projects, and reducing social insurance costs and other employee benefits, more freelancers will work with full-time employees in the future. Many freelancers work remotely. In the future, a manager should not only be able to manage on-site personnel, but also need to manage freelancer teams scattered throughout the country and even around the world.

With the continuous spread of the domestic hedonic economy, emerging Internet products such as Didi taxi and Renren logistics have appeared, and more and more China people have joined the team of diversified job selection and arbitrary disposal of debris time. Especially the groups living in the first-tier cities such as North, Shanghai, Guangzhou and Shenzhen, regardless of gray collar, blue collar, white collar and gold collar, have the opportunity to participate in the flexible "odd job economy" state, and it is not surprising that there are apps similar to odd jobs, because this conforms to the diversified employment trend in the new era.

7. Millennials meet the new generation Z in the workplace.

20 16 is the first year of Z generation (post-90 s), and one third of millennials (post-80 s) have become management roles. The younger generation Z is very different from the old employees in new business prospects, workplace requirements, technical development and learning. A new study in the United States found that both Generation Z and Millennials expressed confidence in using their abilities to meet their job expectations and were ready to change the world. However, Harvard Business Review found that only 7% of enterprises offer leadership training programs. It is not enough for enterprises to cultivate the leadership of the younger generation.

The post-80s/90s generation will continue to exert pressure on the company, which makes it necessary for the company to transform a warmer office environment, give employees more rewards and give employees more flexibility, so as to make the company's interests and career in harmony with these two generations. I used to work in a company. They were not allowed to look up like "manager", "supervisor" and "boss" in the company, because they didn't want a hierarchy in the company after 80/90. They wanted to cooperate equally in the team, and anyone with the ability had the opportunity to manage the project.

8. Workplace health and employee welfare have become the key to attracting top talents.

Many companies make health plans to reduce absenteeism, attract talents and save medical insurance fees. In the past few years, employees have become more health-oriented. Last year, less than half of American employees said that their companies supported employees' welfare and helped them maintain a healthy lifestyle. Compared with last year, health-related employee benefits increased by 58% and health benefits increased by 45% in 20 17, and this trend will continue in 20 17. Because companies realize that work stress is the biggest health problem faced by employees, they invest in creating a more relaxed and healthy environment for employees.

Google leased 200,000 square meters of commercial land from the local government in Beiwan District of Mountain View to build its four-story fully transparent tent-like office building covered with huge glass. Google's goal is to integrate architecture and nature perfectly, so as to give employees a brand-new working environment experience and motivate employees to work more happily. Fitbit promotes healthy lohas products. Wearable devices can help people change their lifestyles by improving productivity and job satisfaction through data protection and health issues. Domestic enterprises have also invested a lot in this area. When I was training in an enterprise, I saw that the enterprise specially set up a gym, which was equipped with fitness equipment, table tennis tables, boxing bags and other facilities to let employees relax during the training break.

Since the beginning of 20 17, the economic development will continue to slow down, the market competition will be more intense, and the job market will be more difficult, which will lead enterprises to increase investment to attract talents. If enterprises are willing to create a more flexible and relaxed working environment, continue to pay attention to employee development, and constantly use new technologies to innovate human resources, the efficiency of human resources will be further improved and enterprises will face more opportunities. So our HR friends have a long way to go!

About Talent Easy: Committed to driving enterprise talent management through systems and data, and creating enterprise-level goals &; The SaaS cloud platform of OKR performance management, the main functions of the system include OKR target management, performance feedback, 1 to 1 interview management, survey and statistics, appreciation platform, etc., which helps enterprises to align their superior and subordinate goals systematically and digitally, establish communication channels and improve management efficiency.