Professional Documents
Culture Documents
Who We Talked to
More than 500 C-suite executives and HR
managers/directors in the United States
completed the survey, and all respondents
have primary or significant involvement in
HR-related functions at their organization.
What’s Inside
WHAT’S INSIDE
1 Gut Check:
How We Feel Today
HR leaders feel optimistic about the
direction of their business in 2018 and
employee morale is high, but two big
challenges—finding the right people and
keeping them motivated—will keep HR
busy.
45%
finding and keeping talent.
today
5 years
HOW WE’RE PREPARING FOR THE FUTURE
HR leaders in the SMB world will use
“small data” to help solve big challenges. KEY PERFORMANCE INDICATORS
HR leaders will look to improve the recruiting and
hiring process by monitoring key performance
indicators (KPIs), such as:
Takeaway: HR leaders in the SMB space are not going to
invest in “big data” like their enterprise counterparts at companies
TIME TO HIRE
like Google and Amazon, but in the next five years, look for
them to become much more focused on “small data.” Small
data is information that can be
immediately interpreted and put to SMALL DATA IS OFFER ACCEPTANCE RATE
use by a human without extensive
INFORMATION THAT
processing. It is informative, easily
accessible, and provides practical CAN BE IMMEDIATELY COST PER HIRE
insights that drive business decisions.
For example, monitoring employee INTERPRETED AND PUT
turnover enables you to spot TO USE BY A HUMAN. RETENTION RATE
important trends, understand the
root causes of turnover, and then do something about it, such
as refining your training, development and performance review
processes. Employee turnover data can also identify which of your TURNOVER RATE
locations or departments face the most attrition risk.
HOW WE’RE PREPARING FOR THE FUTURE
The annual performance review is Today BY 2022
an endangered species.
51% 38%
do annual will conduct
reviews performance reviews
Takeaway: Employees don’t stick with a single more frequently
company from hire to retire. Job hopping is the new
norm. And if employees don’t get frequent opportunities
to learn and grow, and if they don’t get timely feedback,
chances are they’ll hop sooner
rather than later. This tendency, LOOK FOR MORE
along with the tedious and
FREQUENT AND
time-consuming paperwork of
the traditional “annual review,” LESS FORMAL
is forcing many employers to
revamp the review process. In the FEEDBACK
next five years, look for the trend SESSIONS TO GAIN
toward more frequent and less
formal feedback sessions to gain MORE MOMENTUM.
even more momentum.
HOW WE’RE PREPARING FOR THE FUTURE
HR as we know it is coming to an end…
48%
believe many core
HR functions will be
automated by 2022
today
WHAT HR WILL LOOK LIKE IN 2022
82%
say “soft” skills will become
more important as HR
…and that’s a good thing.
47%
TODAY, THE RIGHT
HR technology partner can
automate the administrative HR TECHNOLOGY
work that has kept HR in a
box. It’s true that many HR CAN AUTOMATE
departments are still held ADMINISTRATIVE
hostage by rigid legacy
future
expect their jobs to
become more “big systems, but don’t expect that WORK.
picture” and strategic to last. In the next five years,
look for HR teams in the SMB world to use technology to do
two things: automate routine, repetitive tasks and augment
their ability to forecast and plan with data-driven decision-
making tools. “Automation” might sound scary, but it’s actually
the door HR will walk through to get to a new place in their
organization, a wide-open place that gives them the breathing
room they need to coach and develop, retain and grow their
company’s greatest asset, their people.
WHAT HR WILL LOOK LIKE IN 2022
And finally, by 2022, HR pros
predict their teams will be focused
on 3 top priorities:
Training & development, employee retention,
employee morale
TOP 3 PRIORITIES
Takeaway: In the next five years, HR, with its’ #1
diverse mix of skill sets and unique perspective on Training & development 49%
business operations, is positioned to add strategic
value to the C-suite on critical issues ranging from
recruiting and onboarding to talent development #2
and retention. Our survey indicates that HR leaders Employee Retention 42%
are gearing up for the challenge, with most reporting
that their department will increasingly become more #3
strategic, more data-driven, and critically focused on
Employee Morale 41%
people development. Which is
all just another way of saying HR IS POSITIONED
that there’s never been a
better time to be in HR. There’s TO ADD STRATEGIC
never been a better time to
VALUE TO THE C-SUITE.
make a difference.
WHAT HR WILL LOOK LIKE IN 2022
We hope you’ve enjoyed this report
and found it informative.
Paycor elevates your HR team and extends your reach. Our platform
modernizes every aspect of people management from the way you
interact with candidates, onboard new hires and retain top talent,
to the way you pay them and build a company culture.
visit us at
resources.paycor.com