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Key HR Trends for 2020 – Is Your Business Ready?

Date 8 Jan, 2020 |
By: Claire Malley

The New Year always brings a sense of excitement and time to plan for the coming months ahead, is your business HR ready? We look into 2020 and review some of the hot topics and key HR trends for the coming year.
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HR Appraisals, Performance Reviews and Continuous Feedback

With many employees planning a career move as part of their New Years resolutions, how employers communicate with their team and give feedback is key to retaining good staff. A fast moving world, means fast moving business so the idea of an annual appraisal can seem outdated. Whilst the idea of setting objectives at the beginning of the year and reviewing them at the end may not work for every organisation, clear direction and feedback remains important to effectively manage employees. Planning in regular performance reviews provides the opportunity to look at objectives, make changes where necessary and more importantly continue to improve.
Do you need help implementing an effective appraisal system for your business? Speak to our HR team today.

Social Media, Communication and Learning

Now more than ever businesses are using social communication tools to keep in contact with employees working remotely and at different times for example Whats App, along with other paid for social networking such as Slack. Whilst blogs and vlogs are becoming an everyday tool for sharing and learning, internal use of social networking allows staff to share interesting information across teams, departments and the wider company. Internal social networks can provide two-way communication tools in a way that email never did, the ability to comment on information posted allows feedback to be shared and opens channels for discussion.
Its crucial to put social media policies and procedures in place to ensure that all employees understand what’s acceptable and that they are responsible for everything posted on their account.

HR Trends – Workplace Wellbeing

hr trends Increasingly we’re seeing open conversations about mental health and mental health being given as a reason for absence. For businesses this creates new expectations, with some employees looking for support when it comes to mental health and wellbeing.
There are many opportunities for promoting health and wellbeing, these need not be expensive and are likely to have benefits outweighing costs. Employee Assistance Programs can be a really cost effective benefit to provide to staff, providing access to telephone advice and counselling, and in some cases face to face counselling. Providing this type of support can reduce sickness absence, avoiding individuals getting to a point where time off work is required by taking the support early.
Supporting flexible working, enabling individuals to manage their work and home lives will reduce sickness absence, increase retention and attract a greater pool of candidates when it comes to recruitment. All whilst benefiting individual’s mental health and wellbeing.

Flexible Working and Remote Workforce

Flexible working legislation has been in place for some years now and was extended to all employees in 2016. Technology has changed the way we work, working from home or indeed anywhere has become possible for many people. Equally work communication often does not stop when we leave the office with email and other messaging software allowing us to be available 24/7.
As a result, we’re seeing more requests for flexible working, it’s likely these HR trends will only continue to increase. Whilst the statutory entitlement provides the right to request after 26 weeks service, those that consider flexible working during the recruitment process, particularly where roles are advertised with flexibility, are finding it helps attract good quality candidates.
Speak to our team of expert Employment Law Consultants today for FREE HR Advice about the key HR trends affecting businesses and other HR issues including staff contracts, handbooks and Employment Law Policies.

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