The "Uberization of work" is coming. That's the latest work world prediction. As with years past, the transition between 2014 and 2015 has been marked by a barrage of assessments about HR's past performance and a flurry of predictions about the future of work. According to my newsfeeds:
- I lack emotional intelligence and the ability to communicate, still a robot could do my job better.
- I am overworked and disengaged, yet if I could just find happiness at work I would be a highly productive employee.
- Strong HR performance leads to strong financial performance, but I should find another topic to research because HR is broken and its days are numbered.
- I am unable to distinguish between my work and personal life, yet would be better off without a boss if I would simply self-manage.
I shouldn't complain because over the years, I have written my share of assessments and predictions--some proving more spot on than others. However, each year at this time, I find myself in search of the truth about talent and organizations today.
- How well did organizations handle human capital management in 2014?
- What are organizations most pressing human capital needs in 2015?
- Which trends will substantially change the way we work by 2020 and which are mere distractions?
To find the truth about talent, APQC launched its Talent Trends Survey which will collect perspectives on human capital performance in 2014, talent needs for 2015, and predictions for 2020 and beyond.
What’s your organization’s strategic course for people in 2015? Take the survey and you’ll receive a copy of the results and white paper.
While you wait for your results, checkout the findings from last year's survey. Find answers to questions such as:
- What are the top issues facing learning professionals today?
- Are compensation and benefits offerings aligned with CEO objectives?
- How well have recruiting functions performed?
Use scorecards based on the survey findings to benchmark your organization against others. Scorecards cover areas such as training and development, compensation and benefits, recruiting, engagement and retention, and human capital strategy.