Deloittereleased its “2019 Global Human Resources Trends” report, the ninth of this year. Deloitte, identity and meaning for employees in the 2019 Global Human Resources Trends report titled “Leading social enterprise: Reinventing by focusing on people”, prepared with the views of 10,000 managers from human resources and business world to help create it, exploring ways in which organizations can reinvent themselves, including interacting with the workforce, motivating and personalising experiences.
Respondents said the role of social enterprise is more important than ever, while there is a positive link between leading social enterprise and the organisation’s financial performance. For 55 percent of industry-leading social enterprises, 73 per cent expect more effective business growth in 2019 than in 2018, with social enterprise not a priority. 19 percent say their organization is “industry leaders” during their maturity as a social enterprise. Another 44 per cent said social enterprise issues are more important for their organisation than they were three years ago, while 56 per cent expect them to become more important in the next three years.
Cem Sezgin, Deloitte Turkey Human Resources ServicesLeader, will also be the speaker at the New HRSummit, which aims to be the human resources summit of the digitalized business world. Sezgin said that businesses should not ignore focusing on employees, while technological developments give companies a competitive advantage, and if good management is not provided, they lose their identity and belonging in the workplace. He said he could open it.
According to the study, organizations need to adapt to the forces and labour force indicators that are restructured while they are looking for ways to effectively manage social enterprise. Eighty-six percent of respondents said it was important to change the way people learned. Learning emerged globally as the #1 trend of 2019, while this category ranks third in Turkey, with 83 per cent. Leading organizations are investing in new tools and people’s need for continuous skill development that will integrate learning not only into the workflow, but also the flow of life. On the other hand, despite the emphasis on learning, only 10 per cent of respondents said they were “very ready” to address the issue and 36 per cent said they were “ready”. In Turkey, only 28% are “very ready” and “ready” for this trend.
According to the study, 64 percent of professionals say that automation is important or very important in the field of human resources. Forty-nine percent of respondents believe that their employees or colleagues are satisfied or very satisfied with the design of their work, and 42 percent believe that their employees are satisfied or very satisfied with their daily working practices.
While organisations are looking for ways to provide technology to support their employees’ business, only 38 per cent of respondents said they were satisfied or very satisfied with existing business-related tools and technologies.
Although billions have been invested in HR technology, 65 per cent of respondents say that this technology is insufficient to achieve general goals or that it is only moderately proficient. The research reveals that, along with new talent approaches, many organizations have become obsolete in the way they pay and reward their employees. Only 11 per cent of respondents said reward systems are largely in line with organizational goals, while almost a third don’t think they know what awards their employees value.