Systems thinking is emerging as the biggest trend in the field of human resources according to research conducted by Deloitte and published in the 2016 Global Human Capital Trends report, based on more than 7,000 survey responses conducted in 130 countries worldwide.
Global trend and the emergence of the “overwhelmed employee”
Global human resources trends announced this trend two years ago when they identified the “overwhelmed employee” as a significant risk for talent development and retention in organizations. This trend brought to attention the employee who faces the challenge of effectively managing the influx of electronic messages and information, while “struggling” to respond to increased and complex work obligations and the responsibility to be available 24/7.
In 2015, global human resources trends noted the first attempts by human resources departments to “simplify” the work environment in response to employee overload.
Transition to systems thinking
Today, innovative human resources departments are directing their activities toward incorporating systems thinking into managing, supporting, and training employees in their organizations.
Instead of building classic “programs” and “processes,” human resources departments are evaluating employee needs with the goal of creating applications and tools that will reduce stress and increase their productivity.
Results from Deloitte’s research
In Deloitte’s research, 79% of CEOs rated systems thinking as the highest priority when it comes to changes in the field of talent management. However, only 12% of respondents believe that systems thinking is truly represented in their talent management programs in the organization.
Additionally, 50% of these CEOs who rated their talent management programs as excellent — precisely due to the application of systems thinking — belong to categories of companies that record high business results.
It becomes clear that systems thinking is emerging as a best practice for leading companies and innovative human resources departments. This practice represents an essential skill for creating a positive employee experience — through simplifying processes, improving support, and increasing engagement.
