The Top 4 Hot Button HR Issues in 2015

August 4, 2015 Rosetta Stone Enterprise and Education

culture, diversity, engagement, retention, motivationNow that we’ve finished more than half of 2015, we’re starting to see some of the major issues facing HR managers and departments this year. These were front-and-center during the recent SHRM 2015 Annual Conference and Exposition.

Culture

Many HR challenges can either be solved or exacerbated by a company’s culture. Workers are much more likely to feel valued and productive in a company that “gets them”. It’s not rocket science; it’s much easier to get an employee to come to work at a place they like.

The fun environments of places like Google and Facebook don’t work for everyone’s culture, but companies are starting to strike a balance between their business goals and a culture that can attract and retain valued employees—especially millennials.

Diversity

It’s no secret that business is becoming more global every day. Companies are constantly sending employees out on international assignments as well as taking in foreign workers, making for increasingly diverse workplace. Forming these workers into a cohesive unit is a key challenge. HR departments are focusing on cultural training and development as primary strategies on this front.

Engagement

Overwhelmingly, employees are more engaged in their work when they feel that their employers are interested in their growth and facilitating those opportunities. This requires some communication between business line leaders and HR departments to identify development opportunities that are appropriate and important to the growth of both the company and the employee, including language learning.

Retention

Retention will always be a key focus of HR departments. Retaining good employees rather than hiring outsiders is one of the primary ways for organizations to save money. Again, training and development plays a role here. If an employee feels as if the company is not providing enough room to grow, they will find somewhere else that will.

Employees have a career path in their heads. Even if they don’t, they need to be able to see possibilities in the organization. A great way to meet these goals is to simply be honest about where you see the employee going within the organization. It’s not a secret that people move around within the company. If the employee knows where they are going within the organization and what they need to do in order to make that happen, they’re more likely to stay and fulfill that vision.

 

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