1.
RECHARGE HR:
2017 WORKFORCE
MANAGEMENT TRENDS
COFFEE BREAK WEBINAR

2.
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.

3.
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.

4.
RESPONDENT
DEMOGRAPHICS
The majority of respondentswere
CEOs leading organizationswith
200-750 employees

5.
60% OF
RESPONDENTS
DESCRIBED THEIR
CURRENT BUSINESS
STAGE AS “STEADY
GROWTH”

6.
TOP 10 EMERGING TRENDS
1. Employee Engagement & Satisfaction
2. Recruiting & Retention
3. Regulatory Compliance
4. Talent Management
5. Cross-Departmental Collaboration
6. Diverse Workforce
7. Drive Towards Digital
8. Workforce Analytics
9. Evolving Health & Human Services
10. Labor Cost Management

7.
HOW IMPORTANT ARE THESE TRENDS
TO YOUR ORGANIZATION?

8.
IS YOUR ORGANIZATION READY TO
ADDRESS THESE EMERGING TRENDS?

9.
Although more than 84% of
executivesrated 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.

10.
TOP PRIORITIES FOR 2017

11.
DEEP DIVE: TOP 3 PRIORITIES
1. Recruiting & Retention
2. Employee Engagement & Satisfaction
3. Talent Management

12.
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

13.
32.4% OF
ORGANIZATIONS
REPORT A TURNOVER
RATE OF GREATER
THAN 20%

14.
THE 5 MOST
POPULAR
RECRUITING
CHANNELS
1. Job Boards
2. Company Site
3. Employee Referral
4. Word of Mouth
5. Social Media

15.
75.2% OF
RESPONDENTS
DESCRIBED THEIR
RECRUITING PROCESS
AS ONLY “SLIGHTLY
EFFECTIVE” OR
“MODERATELY
EFFECTIVE”

16.
EMPLOYEE ENGAGEMENT &
SATISFACTION
Engaged employees are happy employeesthat
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.

17.
DOES YOUR
ORGANIZATION
CURRENTLY HAVE A
PLAN TO INCREASE
EMPLOYEE
ENGAGEMENT?

18.
ON WHAT BASIS DO
YOU RECEIVE
FORMALIZED
EMPLOYEE
FEEDBACK?

19.
TALENT MANAGEMENT
• An increased focus on employee development
• New trends and technologiesdisrupting the market
• More advanced strategies for goal and performance tracking
• Employee feedback loops and trackingof satisfaction levels
• Succession Planningfor baby-boomer retirement

20.
HOW OFTEN DO
YOU PERFORM
PERFORMANCE
APPRAISALS

21.
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?

22.
LOOKING AHEAD
• Competition rises and change becomes constant
• Organizationssearch for new ways to improve processes and
service delivery
• Workforce Management will continue to be a priority as
engaging and retaining employeesbecomes evermore critical
to success

23.
ORGANIZATIONAL GROWTH
Over 50% of executivessay 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

24.
70% OF
ORGANIZATIONS
EXPECT THEIR
WORKFORCE
MANAGEMENT
BUDGET TO
INCREASE IN 2017

25.
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.

26.
QUESTIONS?