What does 2010 have in store for us?

My friend William Tincup has been asking thought leaders in  human capital management for their top 3 predictions for 2010 and posting them in his blog.

I contributed the following:

  1. The battle for talent is heating up again with top talent weighing multiple job offers against yours. 
  2. HCM buyers continue to hold onto their wallets unless vendors can make personalized and defensible cases for their products and services.  Branding, SEO/SEM and e-Marketing remain crucial to driving awareness and filling the sales funnel, but people close the deals.  Marketers need to arm their sales reps with just-in-time personalized sales tools that create opportunities for 1:1 conversations.
  3. Gen Y employees’ impact on corporate culture will continue to expand and manifest itself by demanding more acceptance of smart phones, social media, and flexible work options as must have elements of employee engagement.

What are your predictions?

4 thoughts on “What does 2010 have in store for us?

  1. 1. There will be no shortage of frontline hourly workers in 2010. In fact unemployment for this group is going to stay at or near the 10% level.

    2. Social media is going to continue to change the way we communicate and work. This is going to be especially true as it relates to HR and the employment process.

    3. The focus for 2010 in the more progressive organizations is not going to be in the area of turnover but in the are of engagement. Employees are still going to be holding on to their jobs whether they like them or not.

  2. 1. There will be unpredicted and nasty economic shocks in some sectors, so HR should be mentally prepared for that.

    2. HR technology will still offer some great opportunties to cut costs and improve quality of service, even when budgets are tight.

    3. Managers will be very interested in learning that will help them make sense of a world that has changed significantly; this will be valued more highly than skills training if you are able to deliver it.

  3. As a leader of a non-profit, I see 2010 being a continutation of much of the retrenching we saw in the later months of 2009. Most of the downsizing has been done and organizations are hoping that an uptick in consumer confidence and corporation profit will halt the need for further cuts in overhead. Because most organizations have not given raises or bonuses in this sector for the past 2 years, any glimmer of good news will persuade Boards to allow for some increases in compensation. To keep folks motivated and dedicated to the mission of a nonprofit and retain key staff, some pay for performance must resume. Finally, I believe philanthropy will reappear strongly as corporations and individuals realize that any recovery that does not include sustainable progress for the next generation will not be worth its name. Einstein defined ‘insanity”as doing the same thing over again and expecting a different result. Few things are more dispirting that ignoring the possibilities ahead of us. Let’s hope that the excitement of new beginnings that we feel on these first few days of 2010 can be sustained for days ahead and live every moment with hope, passion and strength.

  4. 1. Employers will continue to carefully manage expenditures. Any increases in staffing levels will generally be minimal and will only occur when increased revenues are almost guaranteed.

    2. HR professionals who are not already trying to do “less with less” will be forced to do so…spending less time on routine tasks and focusing on the most important issues that impact the bottom line.

    3. Organizations will continue to assess and focus on the competencies and skills needed to effectively manage very nimble operations. Many employees who have not made constant learning and growth a part of their every day activities will be unemployed before the end of 2010.

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