5 HR 2.0 trends for the new year

Estimated reading time: 4 minutes

We have no idea what 2013 holds in store for us, but here is a summary of emerging HR 2.0 practices that may become more prominent this year, together with some trends that the latest advances in people management indicate, to give us an idea:

WORKSHIFTING: 37% of businesses worldwide offer options for teleworking according to the Global Workshifting Index survey. In the interests of better productivity and a work-life balance the option of “working regardless of where you are” gains relevance. Other advantages of workshifting are that it contributes to environmental sustainability and reduces infrastructure and personnel costs by 45%, by enabling the recruitment of employees in cheaper zones.

CAREER SITES: HR sections on corporate websites, where companies publish their employment offers and professional career possibilities, are reappearing. According to Ascendify, a career site could become a social talent community if there is two-way communication with candidates, if recommendations about the positions are provided and other contents of value, if internal and previous employees get involved, etc.

CLOUD COMPUTING: Hybrid networks (private virtual networks fused with public networks) allow professionals to work from anywhere and share data with external agents in applications created for the organization. In 2013 more than 60% of companies will have adopted one or other type of cloud computing, according to a Gartner report.

B.Y.O.D (bring your own device): 66% of professionals use two or more personal mobile devices for work according to a Forrester report. Virtualizing work systems using cloud computing enables employees to choose their own work tools for better mobility, satisfaction and productivity from any location. As a result of this and of the workshifting culture, it has become increasingly more necessary for organizations to supply different mobile devices to their employees.

KNOWLEDGE MANAGEMENT: Training has fled the HR departments finding refuge on social networks and networking spaces. Therefore, if companies want to continue providing continuous training to its employees they must lead internal knowledge management and the creation of the organization’s collective intelligence . At the same time this positively affects internal engagement, that must form part of the strategy of any good HR department.

These are just some of the trends for this year, but without a doubt, with the rapid evolution of these 2.0 environments new trends will appear throughout 2013. How about you… Do you know of any that haven’t been mentioned? How do you think HR will evolve over the following months?

Sara Jurado is a psychologist specialized in career counseling and social media for professional development. She currently works as a Professional Counselor at Barcelona Activa.