No Result
View All Result
SUBSCRIBE | NO FEES, NO PAYWALLS
MANAGE MY SUBSCRIPTION
NEWSLETTER
Corporate Compliance Insights
  • Home
  • About
    • About CCI
    • Writing for CCI
    • NEW: CCI Press – Book Publishing
    • Advertise With Us
  • Explore Topics
    • See All Articles
    • Compliance
    • Ethics
    • Risk
    • FCPA
    • Governance
    • Fraud
    • Internal Audit
    • HR Compliance
    • Cybersecurity
    • Data Privacy
    • Financial Services
    • Well-Being at Work
    • Leadership and Career
    • Opinion
  • Vendor News
  • Career Connection
  • Events
    • Calendar
    • Submit an Event
  • Library
    • Whitepapers & Reports
    • eBooks
    • CCI Press & Compliance Bookshelf
  • Podcasts
  • Videos
  • Subscribe
  • Home
  • About
    • About CCI
    • Writing for CCI
    • NEW: CCI Press – Book Publishing
    • Advertise With Us
  • Explore Topics
    • See All Articles
    • Compliance
    • Ethics
    • Risk
    • FCPA
    • Governance
    • Fraud
    • Internal Audit
    • HR Compliance
    • Cybersecurity
    • Data Privacy
    • Financial Services
    • Well-Being at Work
    • Leadership and Career
    • Opinion
  • Vendor News
  • Career Connection
  • Events
    • Calendar
    • Submit an Event
  • Library
    • Whitepapers & Reports
    • eBooks
    • CCI Press & Compliance Bookshelf
  • Podcasts
  • Videos
  • Subscribe
No Result
View All Result
Corporate Compliance Insights
Home Featured

An Evolving Workforce Poses New HR Compliance Challenges

by Beth Zoller
April 5, 2018
in Featured, HR Compliance
businessmen advancing up wooden steps

Workforce Planning Among Top Concerns in 2018

With an evolving workforce and changing societal demographics, workforce planning is a top challenge for employers today.  It is imperative for employers to have a clear understanding of the challenges workforce planning presents with respect to recruiting and hiring; training and performance management; employee engagement and retention; and employee retirement.  In order to remain legally compliant and competitive in a changing marketplace, it is essential for employers to prepare and create a comprehensive strategy on how they will approach the complex issues related to workforce planning.

Each new year brings changes in the workplace, government, society, culture, technology and the legal landscape that translate into challenges and obstacles for employers. Recruiting and hiring in the 21st century presents an immensely different landscape for employers who grapple with attracting, hiring and retaining the right talent in light of shifting business needs; federal, state and local legislation; and evolving technologies.

XpertHR conducted a survey soliciting input from over 1,000 HR professionals from small, medium and large employers across a wide variety of industries in all geographic areas of the country, gauging their views on the most significant compliance challenges in 2018. With an evolving workforce and changing societal demographics, workforce planning was one of the top challenges for employers. In today’s increasingly global environment, 21st-century employers need to respond to both external and internal factors that shape and impact the recruiting, hiring and retention of workers.

The use of technology and mobile devices allows workers to communicate in more effective and productive ways with employers, managers, co-workers, clients and customers. Brick-and-mortar offices are fading, as is the traditional 9-to-5 workday, as we continue to see an increase in flexible working arrangements, remote working and a focus on achieving a greater work-life balance. Employers are witnessing the rise of the gig economy and alternative work arrangements, as workers are no longer swayed by the promise of a steady paycheck and benefits and crave freedom and flexibility. Automation, smart devices, robotics and artificial intelligence are increasingly disrupting the workforce and challenging traditional workers.

Hiring today is challenging and complex amidst the many laws that restrict an employer’s ability to gain valuable and insightful information into job candidates. Additionally, there also may be a disconnect between the skill sets of individuals seeking jobs and the positions an employer needs to fill.

Generationally, millennials and members of Generation Z have joined the workforce in record numbers, and they are seeking new ways of working and have different expectations of their employers. Further, employers must confront and account for an aging Baby Boomer population, increased health care costs and making plans for succession and retirement.

XpertHR’s survey confirmed that, amid an evolving workforce, workforce planning ranked as a top challenge. Also among the findings:

  • Almost 50 percent of respondents said this was among their top three workplace challenges;
  • 52 percent of respondents viewed increasing employee engagement, morale and satisfaction as very or extremely challenging;
  • 48 percent viewed retaining employees as very or extremely challenging;
  • 47 percent were very or extremely challenged by succession planning;
  • 46 percent viewed aligning talent retention strategy with business objectives as very or extremely challenging;
  • 44 percent viewed upskilling employees for future responsibilities as very or extremely challenging;
  • 43 percent viewed managing performance and providing professional development opportunities as very or extremely challenging;
  • 29 percent stated that joint employment and the changing definition of the employer was very or extremely challenging; and
  • 28 percent were very or extremely challenged by flexible working/telecommuting.

Respondents also considered “growth and retention,” “capacity planning,” talent pipeline development,” “retention in a very competitive workforce,” “attracting and retaining skilled labor,” “the ever-changing laws and keeping up with them,” “recruitment of high-performing individuals,” “providing training related to the changes” and “the declining and aging population in rural locations” among their top concerns. Additionally, one respondent stated, “it goes beyond compliance — it’s how to create a transformative HR strategy.” Another respondent revealed, “employee engagement/organizational health will continue to be a top focus for us.”

What an Employer Should Do

Given these challenges, it is important to be proactive and prepared. An employer needs to be able to effectively plan its workforce to make sure that it has the right people for the right jobs at the right cost in order be successful in a global and competitive marketplace. An employer also needs to take into account the unique factors that affect its business and shape its workforce.

To begin, HR should identify key stakeholders and members of management in different areas of the business and open up communications with them in order to understand the organization’s short- and long-term goals and how employees can play a role in bringing them to fruition. It is also critical to understand how to effectively use data throughout workforce planning, from recruiting and hiring to performance management to retention. Good data analytics can help leaders understand where and how to focus efforts and can assist in tracking progress. Primary goals should be to increase productivity and efficiency in the workplace and keep costs low.

With respect to hiring, an employer should:

  • Focus not only on looking for experience in the industry, but also on the skills, competencies and talent individuals bring to the table that can benefit the organization;
  • Keep budget and business goals in mind;
  • Consider whether, when and how to use gig and contract workers as part of the workforce and what the primary objective will be (i.e., cost savings);
  • Understand how technology and mobile applications can aid in recruiting; and
  • Be aware of new laws that ban an employer from seeking salary history information or criminal history and make sure recruiting is legally compliant.

With regard to training, an employer should encourage employees to continue professional development and work with them to develop long-term skills. A focus on leadership and development, along with mentoring and coaching programs, may provide support and guidance to employees who will be able to move into key roles in the organization. An employer can help close the talent gap by creating an atmosphere centered on education, professional development and leadership opportunities throughout an individual’s career. Employees should be able to highlight their key strengths and competencies and work to build on them for the betterment of the organization.

An employer should consider how it will handle performance management and reviews, what its goals will be, who will conduct the review and how often reviews will be conducted. It is important to evaluate employee retention and engagement and why the employer may be losing employees, which employees it is at risk of losing and how to retain them (i.e., increased compensation, better benefits, better work-life balance).

It is important to listen to feedback from employees (whether through informal meetings, employee engagement surveys, etc.) to know what is – and is not – working  in terms of employee engagement and retention, as this can provide valuable information on how to improve.

Given the aging Baby Boomer segment, employers need to consider retirement, how employees will leave the workforce, what packages and benefits it will offer, when employees will be eligible, who will replace them and whether it will be possible to retain older workers in an alternative work capacity.

Because of the myriad and complex challenges it presents, workforce planning is, and will likely continue to be, a primary concern for HR – one that will require thoughtful planning and development as the workforce continues to grow and evolve.

Resource: XpertHR’s Top HR Challenges White Paper


Tags: Business Continuity Planning
Previous Post

TRACE: Insider Trading: The Galleon Hedge Fund Scandal

Next Post

Protiviti and ISACA: IT Audit Benchmarking Survey

Beth Zoller

Beth Zoller

Beth P. Zoller, JD is Legal Editor at XpertHR, where she covers topics related to discrimination and harassment, diversity, employee privacy, employee handbooks and workplace conduct. Beth has been quoted in numerous publications, including the Huffington Post, Fast Company and Switch and Shift. She has also been a guest on Marketwatch Radio and Wall Street Journal Radio. Beth holds a Juris Doctor degree from the Benjamin N. Cardozo School of Law. Prior to joining XpertHR, Beth represented employers in a variety of employment-related matters involving discrimination and harassment claims, contract disputes, restrictive covenant and trade secret issues and wage and hour disputes.

Related Posts

ACGS-strikes-riots-civil-commotion-report-2023_f

Strikes, Riots & Civil Commotion 2023 Report

by Corporate Compliance Insights
March 1, 2023

Is your business prepared for permacrisis? Drivers of Civil Unrest Strikes, Riots & Protests Expected to Test Business Resilience What’s...

The 16th ACES Compliance Summit

The 16th ACES Compliance Summit

by Aarti Maharaj
March 1, 2023

Lean-in and actively engage with today's most innovative and experienced trade compliance professionals during this 3 in 1 event. Featuring...

shifting sands risk

Shifting Sands: Leaders Are Feeling the Pressure of an Uncertain, Dynamic Risk Landscape

by Jim DeLoach
February 22, 2023

The global risk landscape has rarely been more unsettled over the past half-century than it is right now, and a...

jen colts

Football, Pain & Failing Upwards

by Jennifer L. Gaskin
February 8, 2023

This isn’t a story about business, third-party risk management, the DOJ or any of the other topics we normally cover...

Next Post
Protiviti and ISACA: IT Audit Benchmarking Survey

Protiviti and ISACA: IT Audit Benchmarking Survey

Compliance Job Interview Q&A

Jump to a Topic

AML Anti-Bribery Anti-Corruption Artificial Intelligence (AI) Automation Banking Board of Directors Board Risk Oversight Business Continuity Planning California Consumer Privacy Act (CCPA) Code of Conduct Communications Management Corporate Culture COVID-19 Cryptocurrency Culture of Ethics Cybercrime Cyber Risk Data Analytics Data Breach Data Governance DOJ Download Due Diligence Enterprise Risk Management (ERM) ESG FCPA Enforcement Actions Financial Crime Financial Crimes Enforcement Network (FinCEN) GDPR HIPAA Know Your Customer (KYC) Machine Learning Monitoring RegTech Reputation Risk Risk Assessment SEC Social Media Risk Supply Chain Technology Third Party Risk Management Tone at the Top Training Whistleblowing
No Result
View All Result

Privacy Policy

Founded in 2010, CCI is the web’s premier global independent news source for compliance, ethics, risk and information security. 

Got a news tip? Get in touch. Want a weekly round-up in your inbox? Sign up for free. No subscription fees, no paywalls. 

Follow Us

Browse Topics:

  • CCI Press
  • Compliance
  • Compliance Podcasts
  • Cybersecurity
  • Data Privacy
  • eBooks Published by CCI
  • Ethics
  • FCPA
  • Featured
  • Financial Services
  • Fraud
  • Governance
  • GRC Vendor News
  • HR Compliance
  • Internal Audit
  • Leadership and Career
  • On Demand Webinars
  • Opinion
  • Resource Library
  • Risk
  • Uncategorized
  • Videos
  • Webinars
  • Well-Being
  • Whitepapers

© 2022 Corporate Compliance Insights

No Result
View All Result
  • Home
  • About
    • About CCI
    • Writing for CCI
    • NEW: CCI Press – Book Publishing
    • Advertise With Us
  • Explore Topics
    • See All Articles
    • Compliance
    • Ethics
    • Risk
    • FCPA
    • Governance
    • Fraud
    • Internal Audit
    • HR Compliance
    • Cybersecurity
    • Data Privacy
    • Financial Services
    • Well-Being at Work
    • Leadership and Career
    • Opinion
  • Vendor News
  • Career Connection
  • Events
    • Calendar
    • Submit an Event
  • Library
    • Whitepapers & Reports
    • eBooks
    • CCI Press & Compliance Bookshelf
  • Podcasts
  • Videos
  • Subscribe

© 2022 Corporate Compliance Insights

Welcome to CCI. This site uses cookies. Please click OK to accept. Privacy Policy
Cookie settingsACCEPT
Manage consent

Privacy Overview

This website uses cookies to improve your experience while you navigate through the website. Out of these, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. We also use third-party cookies that help us analyze and understand how you use this website. These cookies will be stored in your browser only with your consent. You also have the option to opt-out of these cookies. But opting out of some of these cookies may affect your browsing experience.
Necessary
Always Enabled
Necessary cookies are absolutely essential for the website to function properly. These cookies ensure basic functionalities and security features of the website, anonymously.
CookieDurationDescription
cookielawinfo-checbox-analytics11 monthsThis cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Analytics".
cookielawinfo-checbox-functional11 monthsThe cookie is set by GDPR cookie consent to record the user consent for the cookies in the category "Functional".
cookielawinfo-checbox-others11 monthsThis cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Other.
cookielawinfo-checkbox-necessary11 monthsThis cookie is set by GDPR Cookie Consent plugin. The cookies is used to store the user consent for the cookies in the category "Necessary".
cookielawinfo-checkbox-performance11 monthsThis cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Performance".
viewed_cookie_policy11 monthsThe cookie is set by the GDPR Cookie Consent plugin and is used to store whether or not user has consented to the use of cookies. It does not store any personal data.
Functional
Functional cookies help to perform certain functionalities like sharing the content of the website on social media platforms, collect feedbacks, and other third-party features.
Performance
Performance cookies are used to understand and analyze the key performance indexes of the website which helps in delivering a better user experience for the visitors.
Analytics
Analytical cookies are used to understand how visitors interact with the website. These cookies help provide information on metrics the number of visitors, bounce rate, traffic source, etc.
Advertisement
Advertisement cookies are used to provide visitors with relevant ads and marketing campaigns. These cookies track visitors across websites and collect information to provide customized ads.
Others
Other uncategorized cookies are those that are being analyzed and have not been classified into a category as yet.
SAVE & ACCEPT