The best HR plan for 2020

Introduction

Human talent management has changed radically in recent years thanks to factors such as the arrival of new generations into the labour market and the rise of technology and communications.

HR leaders are aware that it is essential to reinvent themselves, get closer to employees, and understand them in order to ensure their wellbeing and strengthen their loyalty to the company.

Likewise, Human Resources will play an increasingly prominent role in the organisation's marketing plan to win not only the hearts of external customers, but also of its most important customers: its own employees.

What trends and strategies should companies embrace in 2020 to achieve outstanding human resources management?

The best is yet to come, and the HR department has an agenda full of challenges shaped by global market trends.

Below, we explain what they are and how to overcome them:

Digitalisation

The technological revolution has reached the human resources area, and this means making certain changes.

On the one hand, information will no longer be stored in dusty paper files tucked away in cabinets with no practical use; instead, it must continuously feed the company's database.

In this regard, HR has greater control over employee information, with real-time visibility into their progress. This means databases must be updated frequently, recording achievements, progress, and also Human Resources needs.

On the other hand, the use of social media and, more broadly, applications that streamline communication within the company, including across different offices, will allow information to flow naturally between departments, beyond the classic email channel.

The idea of immediacy will improve time efficiency and, as a result, financial efficiency too.

The ability to generate reports and statistics on an ongoing basis allows HR to identify process weaknesses more objectively, strengthen neglected areas, and define goals and performance targets more effectively.

Above all, when HR embraces digitalisation, it can delegate repetitive tasks to technology. This does not necessarily reduce job opportunities; instead, it opens up new spaces that contribute to employee wellbeing.

Talent retention and loyalty

One of the main challenges companies face today is retaining talent, since competition to win the loyalty of highly qualified professionals is an everyday reality in the business world.

It is now common for HR departments to build marketing strategies aimed at attracting, retaining, and engaging talent through salaries, benefits, and growth opportunities. One example of this is ABA English.

The arrival of new generations in the labour market, such as millennials and centennials, with perspectives and expectations that differ from previous generations, means conventional strategies often fall short, causing constant staff turnover and generating additional costs for companies.

This is where the differentiating factor of “emotional salary” comes in, which consists of offering benefits that are not necessarily tied directly to financial compensation.

Today's professionals value innovative proposals such as remote work, flexible hours, the transformation of the traditional office into a mixed space with break areas and playful zones, goal-based work, and flatter, more collaborative hierarchies where everyone matters and everyone is part of the team.

Globalisation

Thanks to the flexibility and unique opportunities for instant communication that technology enables, job positions are no longer restricted to a specific location.

An employee can actively contribute to the organisation from anywhere in the world, giving Human Resources access to highly skilled and diverse talent without incurring travel or relocation costs.

Globalisation presents a leadership challenge: knowing how to guide and motivate employees from different cultures, with different expectations, ways of thinking, working hours, and very particular environments and life experiences, all of which also add value in positioning the brand globally or in spotting opportunities that would never have been explored in a space-limited context.

Gamification

One of the goals for 2020 is linked to breaking old paradigms. New generations are willing and ready to change the structures that have remained in companies for years.

HR must play an increasingly active role in creating more attractive, colourful spaces in order to foster a playful culture as a tool to improve the work environment.

When used well, play can be an effective tool for optimising learning processes, communicating ideas creatively, and building a happy and enjoyable environment.

A happy employee who can break out of routine will ultimately become a source of new ideas, someone who speaks positively about the company and helps build a kinder workplace atmosphere.

Virtual learning

HR management sees virtual training as a unique opportunity to reduce costs and optimise the resources involved in education.

Employees are not tied to a specific place or timetable; instead, thanks to online learning methodologies, they can achieve their growth goals within the company.

Another advantage for HR, as explained earlier, is being able to monitor employee progress. Information is no longer filed away on paper and forgotten; thanks to the administrative modules of virtual platforms, Human Resources can stay in control and know first-hand, in real time, their employees' current level, and in this way evaluate, adjust, and project learning plans in order to achieve the proposed objectives.

Mastery of a second language

For many years, companies have understood that their employees' command of other languages is an invaluable added value that undoubtedly brings multiple benefits.

This includes both opening up international markets and optimising relationships with international clients, as well as integrating the workforce effectively into global working environments. This has an impact on employee growth, the resulting improvement in working conditions, and a sense of personal fulfilment.

At ABA English, we have taken on the challenge of helping companies achieve these goals through the creation of ABA Corporate, our English programme for businesses.

We offer an online English course that is flexible and effective, adapting to the needs of executives and employees in your company, without the costs and drawbacks of traditional teaching methods.

Benefits of ABA Corporate

At ABA Corporate, we align ourselves with HR directors' strategies for 2020 by offering solutions tailored to the specific requirements of each company.

Are you ready to take your company to the next level? Think about the benefits ABA Corporate offers you:

• Flexibility: Using a mobile phone, tablet, laptop, or desktop computer, every employee can access the virtual platform from anywhere, regardless of the time or session length.
• Real-time monitoring: HR remains in control, with real-time insight into employee progress, report generation, and a statistical record of each person's level.
• Free level test: Thanks to the initial level test, Human Resources will know each employee's actual level from the very beginning, making it easier to manage resources and plan strategies to achieve both individual and group objectives in English learning.

Engaging and dynamic content: ABA Corporate includes practical and enjoyable content enriched with multimedia resources. We stay up to date with the challenges companies face through HR and want to support you in the process of implementing English learning in your company.

It is possible to learn English, both as individuals and as a team.