How long will your business survive if its main resource starts to lose focus, value and direction without you even realizing it?
The answer is not much. To prevent this from happening, we need to monitor human capital trends and respond appropriately.
When a trend exists, it isn’t always clear anguilla email list 7582 contact leads until you’re behind it. Below, we outline five human capital trends with implications for your business, as well as several practical steps to respond.
Manage your business with Sage 200cloud
Simple features to run your entire business
faster, smarter and more connected.
More information
Sage
Trend #1 . Multi-generational staff .
The first trend, or, to be more precise, reality for most employers , is the presence of a human capital comprising five generations whose members often have different views regarding work due to their age and the formative experiences of their youth.
Older generation
For example, “ builders , ” the oldest generation in the workforce, are at least 60 years old .
If they still have an active working life, they tend to be the most conservative and loyal employees.
The reason is usually their need to continue working after reaching the normal retirement age, whether for financial or emotional reasons.
Baby boom generation
Even as they begin to retire en masse, baby boomers remain an important human capital group for many employers.
In addition, they tend to be very hard-working people.
But because they were lucky enough to live through the economic prosperity that followed the Second World War, many consider themselves entitled to anything.
Generation X and Y
Generation X workers , and particularly Generation Y workers, came of age at a time of lean years and in the midst of the explosion of personal information technologies.
This caused them to become “ digital natives ” and they had to adapt to a certain way of working.
Generation Z
The youngest generation to enter the workforce, the so-called Generation Z, is just beginning to make its mark now.
These generational elements are often overlooked, but they do create age-based demographic diversity that must be considered to optimally manage a business.
Trend #2 . Talent shortage .
Thanks to the continued recovery of the economy since the financial crisis of 2008-2009, the unemployment rate has fallen to historic lows. But the challenge here is not finding people to fill vacancies or new jobs: the hard part is finding people with the right skills , especially for jobs with a high technological component.
Given this high demand for qualified candidates, many employers are faced with a real battle to fill vacancies, which often arise when employees leave with a better offer or feel they will have the opportunity to progress in another company.
Trend #3 . Dependence on temporary workers .
Despite the challenge of finding and retaining talented workers, employers have relied heavily on contingent workers in recent years.
