60%
40%
Robotics, cognitive computing, and AI
37%
63%
The augmented workforce
31%
69%
Diversity and inclusion
29%
71%
People analytics
27%
73%
Digital HR
22%
78%
Leadership
22%
78%
Performance management
21%
79%
Employee experience
19%
81%
Talent acquisition
17%
83%
Careers and learning
12%
88%
Organization of the future
Survey demographics
The 2017 trends by importance
Not/somewhat important
Important/very important
Organization of the future
Careers and learning
Talent acquisition
Employee experience
Performance management
Leadership
Digital HR
People analytics
Diversity and inclusion
The augmented workforce
Robotics, cognitive computing, and AI
EMEA
%
51
Americas
%
31
Asia Pacific
%
18
EMEA
%
51
1K-10K employees
%
29
more than 10K employees
%
22
less than 1K employees
%
49
1K-10K employees
%
29
Deloitte University Press
–Josh Bersin, Bill Pestler, Jeff Schwartz, Bernard van der Vyver
Rewriting the rules for the Digital Age: 2017 Deloitte Human Capital Trends
This new era, often called the Fourth Industrial Revolution—or, as we have earlier labeled it, the Big Shift—has fundamentally transformed business,
the broader economy, and society.
I think the biggest differentiator of Workday is the business process framework, which is the underlying way you design business processes and how they work in terms of roles and assignments. It’s very powerful in that you can have one business process today, and easily change it to something else tomorrow.
- Rochester Regional Health
The ability to pivot allows us
to execute on changes in HR strategy at a rapid pace.
- Illumina
%
83
say their organization is shifting to open career models that offer enriching assignments rather than a static career progression.
believe that the traditional model—with hierarchical levels based on a specific expertise—is an effective way to run their organization.
%
14
of executives believe they understand how to do it.
%
11
Deloitte University Press
–Josh Bersin, Tiffany McDowell, Amir Rahnema, Yves van Durme
Rewriting the rules for the Digital Age: 2017 Deloitte Human Capital Trends
Instead of mere efficiency, successful organizations must be designed for speed, agility, and adaptability to enable them to compete and win in today’s global business environment.
Workday helps the HR team be an agent of change.
Workday is a productivity tool that allows HR to focus on strategy, especially partnership with the business and talent management.
%
11
%
14
%
83
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The report indicates that building an organization of the future was the #1 most important trend. Yet:
operating as flexible networks.
Organizations
of the future
Deloitte’s 2017 Global Human Capital Trends report indicated that the world of
work is moving in radical new directions. The report highlights the primary social, technological, and cultural issues facing today’s HR leaders. What emerges
are key areas where organizations need to close the gap between the pace
of change and workforce management.
As a leader in cloud-based Human Capital Management, Workday can play
a key role in helping organizations close this gap and embrace change.
Rewriting the rules for the digital age
Global Human Capital Trends
of Millennials say they are likely to leave their organization because they are not learning fast enough.
%
42
of CEOs say their organization lacks the skills to adapt to digital change.
%
70
of CEOs surveyed believe their company is facing disruptive change driven by digital technologies.
%
90
%
42
%
70
%
90
Transforming how we
learn at work
The culture of learning
is changing
Workday Learning puts
interactive video at its core
Skills are becoming obsolete at an accelerating rate. An organization that can deliver learning that is always on and always available, over a range of mobile platforms, is critical to business success.
and the journey of learning.
Careers
Rollover to see more
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Kohl’s winning teams strategy
Attracting and retaining the best teams year after year, and keeping the best people coming back—especially for the holiday shopping season that is our “Super Bowl”—requires powerful tools with flexibility to fit our needs today and in the future.
- Kohl’s
of global leaders believe their organization does an excellent job cultivating long-term relationships with future talent.
%
15
of executives say talent acquisition is important or very important.
%
81
%
15
%
81
Latest trends in recruiting
Provide a whole new experience for recruiters and candidates
Attracting skilled resources is no longer just the responsibility of HR. Talent acquisition sourcing should be unified across HR, business, procurement, IT, and other functions.
it’s everyone’s business.
Talent acquisition
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of HR teams are actively building mobile apps to deliver HR services.
%
41
of surveyed HR teams are using some form of AI technology to deliver HR solutions and 41% are actively building mobile apps to deliver HR services.
%
33
of companies are currently in process of redesigning their organizations for digital business models.
%
51
of companies we surveyed this year are redesigning their HR programs to leverage digital and mobile tools.
%
56
See Ochsner’s story
- Ochsner Health System
Enhanced self-service functionality,
including mobile access, will shift focus
from administrative tasks to a greater
emphasis on patient care.
%
41
%
33
%
51
%
56
Organizations need to design a working environment that enables productivity, uses modern communication tools, and promotes engagement, wellness, and a sense of purpose.
being digital not just doing digital.
Digital HR
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Workday Makes Life Easy for AAA NCNU
%
15
have broadly deployed HR and talent scorecards for line managers.
believe they have a good understanding of which talent dimensions drive performance.
%
9
of organizations report they have usable data.
%
8
of companies see people analytics as a high priority in their organizations.
%
71
%
15
%
9
%
8
%
71
Retain your top talent with talent insights
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The #1 area for analytics is recruiting, followed by performance management, compensation, workforce planning, and retention.
real-time analysis goes mainstream.
People analytics
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Get actionable insights into
your business
Develop a diverse workforce with a data-driven approach
As used in this document, “Deloitte” means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries.
Certain services may not be available to attest clients under the rules and regulations of public accounting.
Copyright © 2017 Deloitte Development LLC. All rights reserved.
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