Economic transformation is the biggest driver of change in organisations




Research by CIPD and Workday has found a number of trends changing the HR profession for the future.

Unsurprisingly they found that economic factors including globalisation and Brexit are the biggest drivers of change, predicting this to hinder achievement over the next three years. Over one fifth of senior HR leaders feel unable to influence these powerful external factors by changing their people approach.


Just 15% of organisations have started planning for Brexit, despite 42% expecting new regulations to be damaging to their UK business. CEO of CIPD Peter Cheese shares some of his thoughts on these issues urging businesses to prepare immediately or risk their value.

After economic factors the demand for flexible working hours and changing demographics are the next two main factors. HR professionals are much more confident in adapting to these changes, which could help their organisations change employee/employer relationships, social media and demand for social responsibility. Managing a multigenerational workforce effectively is challenging but companies will see the benefits of embracing quality and inclusion.


In response to these trends the CIPD is urging HR teams to consider the following questions:

  • What steps are you taking to communicate clearly and consistently with employees regarding changes or potential changes to EU immigration policy?
  • Are managers equipped to respond to employees’ concerns regarding the implications of political or economic trends, such as Brexit, affecting the organisation?
  • Do you have a process in place to monitor economic and political developments and consider the implications for HR and your business?
  • What are the implications of changing demographics? What are the skills and training requirements for new generations? What skills will managers need?
  • How do your communication strategies, incentives, benefits policies and retention strategies reflect the changing needs and desires of your workforce? How do you know what your employees need to perform at their best?
  • What will your future workforce need and expect from their employer? How will your talent management strategy help your organisation attract, develop and retain the workforce it needs for future success?



For the full article on this report visit CIPD by clicking this link:



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