What is the new trend of career development, the new trend of career development lecture experience

What are the new trends in career development:

1, the company will focus more on improving the interview candidate experience and employee work experience

As the company's marketing department, the main work for many years is to enhance and improve the customer experience , thereby increasing customer satisfaction. And starting this year, HR will also be looking to improve the experience for employees and potential employees. For example, in recruitment, once a candidate receives an interview notice, the first thing he does is often to search the Internet for reviews. If he sees a bad review of the company on Baidu or a professional website, it is expected that the candidate will hesitate to come for an interview. Therefore, the candidate's experience with the company starts the moment he submits his resume. Friendly interaction with candidates and creating a good interview experience for them is also a great way to promote corporate culture.

Once an employee has reported to work, HR managers should think about how to revamp outdated incentive programs, invest in more training, better understand employee needs, further improve the workspace, make employees happy, and enhance the employee experience and dedication. IBM, for example, has utilized new data analytics strategies to predict the risk of turnover in key positions and notify managers in a timely manner to reduce turnover rates, which has helped IBM save $130 million. So it's not a bad idea to say that 2017 is the year of employee experience improvement, and HR has a lot of work to do.

2, the traditional annual performance appraisal evolved into a continuous review and counseling

In the performance management process, more and more companies in the dilution of a yearly assessment of 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 prefer timely feedback to the routine performance interviews at the end of each year. Continuous communication and feedback will become the norm in management.

Many companies have responded to the changing trends of the mobile Internet era by revolutionizing their performance management systems and giving these timely feedbacks catchy names. For example, Adobe's check-ins mechanism, where work goals are set annually, but work progress reviews are fed back on a regular basis, has led to a 2% reduction in their active turnover rate; and GE's touchpoint performance system, where managers use an app and employees have the opportunity to check work results and improve competencies on a daily basis, has led to a 5-fold increase in GE's productivity over the past year. IBM's checkpoints and Microsoft's connect also focus on continuous feedback and communication on performance.

3. Organizational restructuring has led to a greater focus on team performance rather than individual performance.

No matter what the economic situation is, what the employment situation is, more companies are beginning to emphasize team performance and teamwork. Although employees have individual career plans, companies are constantly reorganizing their teams because high-performing teams will enable them to compete for future business success. The main reason for organizational restructuring is that Millennials (Post-80s) and Generation Z (Post-90s) grew up playing team sports, so they want the same teamwork in the office. In fact, organizations are trying to become more agile and flexible to better respond to customer needs and market fluctuations.

Almost all companies have made organizational design a top priority for 2017. Cisco was the first to embrace this trend with the creation of Team Space, a winning intelligence platform that specializes in how teams work effectively***. In the future, team performance will be more important than individual performance, and as organizations become more flat, small and agile, the way team performance and individual performance are assessed will need to change as well. After Microsoft's performance management change, the assessment of employees is the influence, focusing on the assessment of the employee's contribution to the organization and the team's contribution and help to others. I have a client, their company in China, all operate in teams, no fixed departments and no fixed manager. All team members can form a team at any time to complete the project.2017 they began to learn to use Google OKR goal management. Because OKR emphasizes transparency, team performance and teamwork, not just individual performance heroism.

4, augmented reality (AR) and virtual reality (VR) will be more introduced to recruitment and training

With Facebook's acquisition of Oculus, Apple's patent application for a 3D display system and the success of the augmented reality app for the Pokémon Go game, there's no doubt that 2017 these technologies are being further utilized. We have found that millennials want companies to introduce virtual reality into the workplace. The technological experiences that employees experience outside of work can lead them to expect the same from the office. Augmented reality and virtual reality can help improve the experience for job seekers, as well as make employee training more engaging and less costly. For example, the British Army already uses VR technology in the recruitment process; General Motors has a virtual office tour; and GE has used VR for campus job fairs, where they have students put on VR headsets and take a tour of the company's oil and gas recovery machine facility.IBM Watson (the preeminent IBM cognitive computing system and a technology platform) has begun to study the personalities of candidates. Have a candidate type to a robot, which will give a full report on the candidate's personality in seconds.

5, the war for talent continues to heat up, relying on culture and values to recruit and retain people

In the United States, the average working life of an employee is 4.6 years, and many young people work for two years to leave the company. And 2016 north to Guangzhou as well as major cities leaving rate at 20%. There are no lifetime employment contracts in our society anymore. According to statistics, 76% of full-time workers in the U.S. are either actively searching for work or looking for new opportunities, while 48% of employers are unable to fill their vacancies due to skills gaps and high turnover rates. According to CIIC statistics, 52% of Post 90s have already prepared for job hopping in FY2016. 38.1% of Post 80s have the intention of job hopping. In addition, private enterprises and white-collar workers with bachelor's degree also showed strong intention of job-hopping, accounting for 47% and 46.9% respectively.

In all of this movement of talent, the rush for the best talent is coming on very strong. That's why you'll see a company that puts more emphasis on the employee experience, and that focuses more on corporate culture and values, is better able to attract talent and retain employees. When Alibaba acquired Yahoo, Jack Ma made it clear: "There is one thing that cannot be bargained for: corporate culture, mission and values." What's great about Alibaba is that it takes its corporate culture seriously and executes it conscientiously. The name of Alibaba's values is called the Six Veins of the Divine Sword. They are: customer first, teamwork, embracing change, integrity, passion, and dedication. One of the three swords is to do: integrity, passion and dedication, is the foundation; two swords is to do: teamwork, embrace change, it is the middle force; and the rest of the sword, it is stabbed in the heart, naming the direction of the "customer first", this is the six veins of the divine sword is the deepest power. Alibaba is in accordance with the six divine sword values of recruitment, management and retention, which also makes it one of the most attractive companies for young people to join.

6, companies will be more use of a variety of employment methods to reduce labor costs

With the global economic slowdown, more companies are beginning to explore a variety of labor saving methods. In addition to full-time employees, more project-based workers, temporary workers, labor dispatch workers, interns, and freelancers have been involved in the corporate employment wave, forming more flexible teams within companies. In the U.S., studies show that in the next few years, at least 40% of corporate employees will be freelancers. This trend will also be seen more often in Chinese companies. As more and more companies hire on an as-needed, per-project basis, while at the same time reducing social security costs and other employee benefits, more freelancers will be working alongside full-time employees in the future. Many freelancers work remotely, and in the future a manager will need to be able to manage not only the people in the field, but a team of freelancers scattered across the country and even around the globe.

With the spread of the domestic ****enjoyment economy and the emergence of new Internet products such as dropshipping and everyone's logistics, more and more people in China are joining the ranks of those who diversify their choices of work and dispose of fragments of time at will. Especially living in the North, Shanghai, Guangzhou, Shenzhen and other first-tier cities, regardless of gray-collar, blue-collar, white-collar, gold-collar, they have the opportunity to participate in the flexible "odd-job economy" state, which is not surprising that there are odd-job APP on the line, because it is in line with the trend of diversification of the employment of the new era.

7. Millennials meet newcomer Gen Z in the workplace

2016 was the first year of work for Gen Z (post-90s), while one-third of millennials (post-80s) have already moved into management roles. Younger Gen Z's see new business prospects, their workplace requirements and expanding and learning about technology very differently to older employees. A new U.S. study has found that Gen Z and and Millennials say they are confident in their ability to meet work expectations and are ready to change the world. But Harvard Business Review found that only 7% of companies offer leadership programs to develop them. Companies are not doing enough to develop millennial leadership.

The post-80s/90s generation will continue to put pressure on companies to revamp their office environments to be more welcoming, reward their employees more, and give them more flexibility if they are to align their interests and careers with this generation. In one company I used to work for, they don't allow "manager", "supervisor", "boss" to appear in the company because the post-80s/90s don't want to have a hierarchy in the company, they want to be equal members of the team. They want to work as equals in a team, and anyone has the opportunity to manage a project if they have the ability to do so.

8. Workplace health and employee benefits, which have become key to attracting top talent.

Many companies have developed wellness programs to reduce absenteeism and attract talent, and to save money on health insurance, and employees have become more health-conscious over the past few years. Just under half of U.S. employees last year said their companies support employee well-being and help them maintain a healthy lifestyle. Compared to last year, 2017 Health-related employee benefits increased by 58% and wellness benefits improved by 45%, a trend that will continue in 2017. Because companies realize that workplace stress is the biggest health issue their employees face, they are investing in creating a more relaxing and healthy environment for their employees.

Google leased 200,000 square meters of commercial land from the local government in Mountain View's North Bay area to build its new four-story, fully transparent building tent-like structure with a giant glass cover. Google's goal is to make the building a perfect blend of nature, so that employees have a new work environment experience, to motivate employees to work happier.Fitbit company to promote the health of living products, wearable devices through the data protection and health issues to improve productivity and job satisfaction, thus helping people to change their lifestyles. Domestic enterprises also invested a lot in this area, I trained in a company, I saw the company specifically set up a gym, which is equipped with fitness equipment, ping pong tables, boxing bags and other facilities, staff training breaks, can go to relax.

As 2017 begins, the economy will continue to slow, the market will become more competitive and the job market will become tougher, leading to a need for businesses to invest more to attract talent. If companies are willing to create a more flexible and relaxed working environment, continue to focus on employee development, and continue to utilize new technologies for HR innovation, HR effectiveness will be further improved and companies will face more opportunities. So we HR partners have a long way to go!

About TalentEase: Committed to enterprise talent management driven by system and data, to create an enterprise-level goal & OKR performance management SaaS cloud platform, the main functions of the system include OKR goal management, performance feedback, 1-to-1 interview management, research statistics, appreciation platform and many other functions, through the systematic and data-driven to help the enterprise internal alignment of upper and lower goals, and to establish communication channels to improve management efficiency. The system helps to align the goals of upper and lower levels within the enterprise through systematization and data, establish communication channels, and improve management efficiency.