RECHARGE HR:2017 WORKFORCEMANAGEMENT TRENDSCOFFEE BREAK WEBINAR

Speaker

In his leadership role with DATIS, Erik's focus has been delivering value, productivity, and efficiencies for organizations through Human Capital Management software. Erik graduated from Indiana University, Bloomington with a B.S. in Finance and a minor in German. After graduation, Erik worked for 5 years in various financial roles before joining Oracle, where he worked for 15 years. With over 20 years of experience in finance and software, Erik combines this knowledge to help organizations become leading Talent Management organizations.

We asked. Executives Answered.DATIS surveyed over 280 executives in the Health and Human Services industry. The responses from participants helped build the 2017 Workforce Management Trends report, which identified top industry trends and strategies for success in this ever-evolving industry.

RESPONDENTDEMOGRAPHICSThe majority of respondents were CEOs leading organizations with 200-750 employees

60% OF RESPONDENTS DESCRIBED THEIR CURRENT BUSINESS STAGE AS “STEADY GROWTH”

TOP 10 EMERGING TRENDS1.EmployeeEngagement&Satisfaction

2.Recruiting&Retention

3.RegulatoryCompliance

4.TalentManagement

5.Cross-DepartmentalCollaboration

6.DiverseWorkforce

7.DriveTowardsDigital

8.WorkforceAnalytics

9.EvolvingHealth&HumanServices

10.LaborCostManagement

HOW IMPORTANT ARE THESE TRENDS TO YOUR ORGANIZATION?

ISYOURORGANIZATIONREADY TOADDRESSTHESEEMERGINGTRENDS?

Although more than 84% of executives rated Recruiting &

Retention an “Extremely Important” or “Very Important” trend, only 31% felt

“Very Prepared” or “Extremely Prepared” to address the trend in

2017.

Similarly, 79.5% rated Talent Management as either “Extremely Important” or “Very Important” but only 27.8% felt “Very Prepared” or “Extremely Prepared” to address it.

TOP PRIORITIES FOR 2017

DEEP DIVE: TOP 3 PRIORITIES

1. Recruiting & Retention2. Employee Engagement & Satisfaction

3. Talent Management

RECRUITING & RETENTION• Nonprofit growth and increased demand for services• Challenges filling new positions and retaining existing employees• High turnover and vacancy rates• New strategies for talent acquisition• Streamlined processes for new hire onboarding

32.4% OF ORGANIZATIONS REPORT A TURNOVER RATE OF GREATER THAN 20%

THE 5 MOST POPULARRECRUITING CHANNELS

1. Job Boards

2. Company Site

3. Employee Referral

4. Word of Mouth

5. Social Media

75.2% OF RESPONDENTS DESCRIBED THEIR RECRUITING PROCESS AS ONLY “SLIGHTLY EFFECTIVE” OR “MODERATELY EFFECTIVE”

EMPLOYEE ENGAGEMENT & SATISFACTION

Engaged employees are happy employees that tend to stay with the organization longer. If employees do not feel that they have the tools they need to succeed or grow within an organization, they will be more likely to leave.

DOES YOUR ORGANIZATIONCURRENTLY HAVE A PLAN TO INCREASE EMPLOYEE ENGAGEMENT?

ON WHAT BASIS DO YOU RECEIVE FORMALIZED EMPLOYEE FEEDBACK?

TALENT MANAGEMENT

• An increased focus on employee development • New trends and technologies disrupting the market• More advanced strategies for goal and performance tracking• Employee feedback loops and tracking of satisfaction levels • Succession Planning for baby-boomer retirement

HOW OFTEN DO YOU PERFORMPERFORMANCE APPRAISALS

DO YOU FEEL YOU HAVE A SUPPORTIVE MANAGEMENT SYSTEM IN PLACE FOR

EMPLOYEES?

DO YOU FEEL YOU HAVE THE RIGHT TOOLS TO SIMPLIFY THE TALENT

ACQUISITION PROCESS?

LOOKING AHEAD• Competition rises and change becomes constant• Organizations search for new ways to improve processes and

service delivery• Workforce Management will continue to be a priority as

engaging and retaining employees becomes evermore critical to success

ORGANIZATIONAL GROWTHOver 50% of executives say it is “Extremely” or “Very” likely that their organization will add additional headcount in 2017 to address industry growth and meet the increasing demand for services

70% OF ORGANIZATIONS EXPECT THEIR WORKFORCE MANAGEMENT BUDGET TO INCREASE IN 2017

METHODOLOGY AND DISCLAIMER

DATIS fielded a national online survey throughout December 2016. The responses were sourced via email invitations, blog promotion, and social sharing. A limited

number of small incentives were offered to qualified respondents in the form of gift cards. Qualified participants included executive leaders of mid-market

organizations.

QUESTIONS?