In our previous article concerning Human Resource trends for the year ahead we looked at the first 5 of the top HR trends predicted by Forbes for 2015 and if these trends apply to Namibia. In this article we will be looking at the next 5 predicted trends.
In continuation Forbes predicts the following trends in 2015: Mobile hiring and the mobile job search explode, Social media posts used to attract and retain talent, Succession planning becomes a top priority, Women continue to seize power positions in the workplace, More people stepping out of traditional career paths.
Let us continue unpacking these trends.
6. Mobile hiring and the mobile job search explode
In this article Dan Schawbel mentions that most people are taking their work with them as they move around. This is becoming more prevalent in Namibia as we are getting more connected. However as is the trend in the US and UK, few companies are truly geared up to meet this challenge. Various online Namibian job boards are popping up such as www.jobs.com.na & www.pinupjobs.com, but as for companies really taking advantage of this trend has not really been seen.
7. Social media posts used to attract and retain talent.
A quick search on the main social media platforms reveal that this trend is not applicable to Namibia. When searching for Namibian organisations of social media they are all but non-existent. In the cases where you can find Namibian organisations on social media their platforms are normally run via their SA mother companies. When they do post on social media the content is primarily aimed at attracting customers, not talent.
8. Succession planning becomes a top priority.
Unfortunately we have no real data to have conclusive evidence whether this trend is happening in Namibia. Having said that, succession planning is crucial and should be a top priority. With a new president starting his first term this year the issue of succession planning has been highlighted in the public domain. In particular relating to our next point in this article, but also in general regarding succession planning. In their classic book, The Leadership Pipeline: How to Build the Leadership Powered Company, Charan, Drotter and Noel warns against confusing leadership development with succession planning. Leadership development can be seen as the general commitment of an organisation in developing the skill set of current leaders in the organisation. Succession planning on the other hand is the deliberate identification of specific skill shortages of potential replacements of current leaders in a specific role.
9. Women continue to seize power positions in the workplace.
Much has been said about the ruling party’s zebra list and the policy of having 50% representation of women in parliament. You can read some opinions here from The Guardian, The Southern Africa Gender Protocol Alliance, and the Legal Assistance Centre in Namibia. What we can see here is a definitive trend toward the appointment of women in powerful positions in the workplace. This predicted trend can be seen in Namibian businesses where for instance in the past year several SOE’s have appointed women to steer the ship. (e.g. NamibRe – Ms Patty Karuaihe-Martin; MVA – Rosalia Martins-Hausiku). A similar trend is happening in the private sector where Monica Kalondo became Namibia’s first-ever female Chairperson of a commercial Bank, at EBank. Therefore we can comfortably say this trend is a definite yes for Namibia.
10. More people stepping out of traditional career paths.
We doubt that Namibia will see much of this trend in 2015. The Forbes article states that people are turning to freelancing as an alternative to the traditional career path. Freelancing is not something that we see as a career path in our borders. There is a shift in the length of tenure as mentioned in the first article, but choosing freelancing in particular as a career path is not something we have really seen here.
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