HR is constantly evolving, with so many organizations
constantly collecting data on employees’ activities and
performance. What is found is that most of these trends involve
data mining.

Based on research conducted by Hogan Assessments and the
University College London, there are 5 significant trends that
look very likely to shape how we assess employees within the HR
field in 2018.

1. Gamification

Gamification is the application of gaming elements to improve
elements such as user engagement and
organizational productivity, which attempts to enhance the
user experience at work, often with mobile-friendly solutions.

Hogan believes that the future is bright for gamification,
where we would be able to mine data from video gamers who
possess the necessary skills needed for specific jobs.

2. Social media analytics

Hogan finds that social media analytics are also improving by
the day, and becoming more sophisticated in terms of what we
can learn about candidates. Here a few ways it might work:

  • Using digital activity to paint a clear picture of
    candidates, not only in terms of gender and age but moving even
    towards their alcohol or drug use.
  • Using Facebook ‘likes’ and word usage to product key
    talent signals, such as a
    candidates cognitive ability or personality.
  • Using Spotify to understand a candidate’s emotional
    stability.
  • Using Amazon purchases to understand a
    candidate’s conscientiousness.

3. Performance management

Moving on, Hogan also finds that performance management is a
trend to look out for, because of the fact we are in the era of
the war on talent. Employees crave immediate, constant and
constructive feedback on their performance.

With billions of pounds being lost to performance due to low
engagement, Hogan believes that focus on performance
management will become more and more intensified as
personal development is not only important for the employee,
but also for the organization.

There are plenty of online tools and apps for organizing
employee feedback, performance reviews, goal management or
surveys to measure the mood of your team.

4. Employee engagement

Research from Hogan identifies that employee
engagement will have everything to do with an employee’s
wellbeing. Thus, the role of an engagement manager will
have to evolve.

For example, the role of an Employee Engagement Manager is
starting to evolve, whose main tasks are to constantly analyze
and monitor employee happiness through surveys and other data
analytical tools, and carry out proactive actions based on
these data.

They will need to maintain both an
employees physical wellbeing, as well as their mental
wellbeing, in order to sustain healthy engagement and overall
performance.

5. Big data

With the potential to gather a large amount of the most
accurate information on candidates and employees, people
analytics. the usage of big data has evolved as the primary
tool for HR professionals in almost every aspect of workforce
planning.

Hogan report that the most advanced algorithms can not only
mine and analyze data to make strategic personnel decisions,
but also take it to a higher level by forecasting future
actions.

HR decision makers can already merge these data into
‘relationship analytics’, and can analyze not only each
individual’s activity but also team interactions and the
functions of the whole organization.

With the help of such tools, HR professionals can predict
crucial factors such as who will leave the company soon, who
will work together most effectively or who will be the best
candidate for the job. This vast knowledge doesn’t only
determine the evolution of all the other HR trends but also
leads to AI-driven HR processes.