Some of Deloitte's big predictions for 2015 are as follows:

The redesign of performance management will likely continue. A more agile, transparent model for feedback is emerging as many people working in teams, and new social tools let people share goals, recognition and work-related information in a transparent way. This new model has been shown to create much higher levels of performance and innovation.
Time to address the overwhelmed employee. As more technology floods the workplace (smart watches, wearable devices and even smarter phones), HR should take a hard look at the entire work environment. Among potential solutions to consider are systems that reduce commute time and allow people to choose when and where they work.
Skills are now currency; corporate learning takes on increasing importance. Look for an explosion in availability of high-quality, low-cost content from massive open online courses, learning management systems that provide learning recommendations and smart learning paths for employees, and mobile learning applications that look more like on-the-job performance support.
Invest, refocus and redesign talent acquisition – leveraging network recruiting, brand reach and new technologies. In addition to marketing their organization and career opportunities, organizations should also market their mission, purpose, leadership team and work experience. Millennials and high performers look at all of these factors in an employer today.
Talent analytics and workforce planning become imperative for competitive advantage. Now is the time to bring together the reporting and analytics teams in recruiting, compensation, engagement, learning and leadership, and assembling a plan to evaluate your workforce with a holistic data perspective.
Revisit your HR tech plan, reduce core vendors, and look for innovative new solutions that drive high levels of value. Look for vendors that are making a major investment in mobile applications and mobile HR applications. Also seek vendors that have a plan and program to deliver embedded analytics.
Review and redesign roles and structure of your HR team and invest in HR professional development. For example, reduce the number of HR generalists and replace them with a fewer number of senior partners. Shift the focus of "centers of expertise" to "networks of expertise" so that specialists in recruitment, training and other parts of HR all connect to each other, and some are embedded in the business.

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Top 7 HR predictions for 2015

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