In our first blog for the year we explored the HR trends that matter to your business in 2018, as illustrated by Deloitte's Human Capital Trends report. In this post, we round out the HR landscape for 2018 by exploring the top 10 disruptions HR Professionals need to be aware of, this year and beyond. The new year is always a good time to pause for a moment, reflect on HR best practice and consider the trends and potential disruptions, and then set a course for the next 12 months.

At this time of year, we publish our annual round up of the HR trends for the year ahead. The reality is that it is becoming more and more difficult to accurately predict future HR trends because of the transformation taking place in the HR industry (and indeed, across all industries). However, there are a few annual reports that provide well researched, robust forecasts about the possible future direction of HR. One of those reports is Deloitte's annual Human Capital Trends report. Their 2017 report outlines the opinions and perspectives of over 10,000 HR and business leaders across 140 countries, so it offers an HR best practice perspective. Let's look at the most prevalent trends that emerged from Deloitte's 2017 report.

If your business strives to be a great place for your employees to work, it is essential that you have a leadership team that Employees trust implicitly and are willing to follow. In some ways, the HR representative on your leadership team needs to walk the talk and role model behaviours, not just for your Employees, but also for the others on your leadership team. It would be fair to say that HR Managers are responsible not only for providing a model for the leadership team to emulate, but also for ensuring that the leadership team follows that lead and provides a cohesive example, in words and action, for the entire business.This should be HR best practice, but scan an HR publication and you will see examples of the exact opposite behaviour from leadership. Historically, the top behaviours that HR Managers need to succeed looked very different to the way they look today. In a world where trust is at an all time low, and technology disruption at an all time high, which behaviours are the ones HR Managers most need to model?

Great Place to Work’s annual research about the best organisation's to work for, both in Australia and overseas, is based on data from more than 10 million employees in 50 countries representing about 6,000 organisations of varying sizes, industries, maturity and structures. Their 2017 '50 Best Places To Work' report about Australian businesses illustrates that 'being a great workplace is no longer seen as ‘nice to have’; today it is imperative to business vitality and success.' What their research proves, is that your business can be a great workplace, one that your employess love coming to and participating in — and become more successful as a result. Here we look at Great Place to Work's metrics to understand the standard that defines a great workplace.

Processing Payroll manually and doing it in-house can be a time-consuming process. Outsourcing your Payroll to an organisation with Payroll expertise can liberate your staff to focus on more important value-added and revenue-generating activities. Many businesses now harness the benefits of external experts to process their Payroll, bringing significant benefit to internal efficiencies and the bottom-line.

We're currently doing 2017 edits of some of our most popular Blog posts. Back in 2014 we published 'Key Concerns for HR Managers in an Organisational Restructure, and it still gets a significant number of views every month. However, the business landscape has shifted quite significantly in the last 3 years, so we figured it was time for an update. After all, as the disruption from AI, robotics and other upheaval transforms the way we work, having some sound restructure foundations to guide your process will become more essential than ever.

We recently discovered a fantastic article on LinkedIn that outlined 70HR Metrics you should be measuring in your business. One of our most popular blog posts ever is a 2013 post 'Key Metrics You Need in Your HR Reports,' so after stumbling upon this great article, we thought we'd do a 2017 edit to keep you up to date with HR best practice. What was also interesting in this article is that the author has offered for free, a breathtaking array of excel spreadsheets related to all manner of calculating, tracking and reporting HR metrics. Very generous, very useful AND in 2017, a total waste of time AND money (money that you would pay an employee to input and update the information to provide results for all the metrics). You might think that is a pretty mean thing to say, but having said this before, I’m going to say it again. If you’re still using excel spreadsheets to calculate your HR metrics or manage your HR processes, you’re living in the dark ages AND wasting precious time AND money. Today’s HR platforms give users the capacity to access these types of metrics at the click of your mouse – no updating of spreadsheets required. There. I’ve said it, now let’s take a look at the categories of key metrics you need in your HR reports – 2017 edit.

Subscribe-HRs’ philosophy is about making HR Software easier to consume and deploy. The most flexible HR Software System in the world, presents you with some of our New Release Information. We want you to know more about HR Software before you buy it, rather than getting surprised afterwards. Here are the latest new releases that we've been working on.