Figure 01: What Does The Future Of Human Resources Look Like? (Morgan, 2018)
Human resource management must adapt to the changing business environment. Outlines the key challenges that human resource managers face as they transition from simply handling personnel issues to making a strategic contribution to an organization's future directions and development.
What the future of HR looks like?
HR will be at the core of the organization, focusing strategic workforce decisions through analytics and business forecasting. However, much work remains to be done before the new decade begins if HR is to maximize the potential of this new suite of resources. Human resource management must evolve in tandem with the business environment in which it operates. Outlines the key challenges that human resource managers face as they transition from simply dealing with personnel issues to making a strategic contribution to an organization's future directions and development. (Sage, 2021)
Although many businesses already use software for some of their recruiting and onboarding services, the coronavirus pandemic increased the need for these processes to be digitized. HR teams are expected to embrace virtual HR processes such as remote recruiting and automated onboarding in 2021. (Schooley, 2021)
Will AI replace the "human" in HR?
Machines can do a lot of things, but HR will always require human skill, knowledge, and, most importantly, empathy. AI will not replace human resources, but it will undoubtedly improve it. AI opens up the possibility of deploying HR skills in novel and experimental ways such as, predicting changes before they happen, enhancing the employee experience with chatbots and spending less time on repetitive tasks. (Lubin, 2021)
Trends of the future in HRM?
Figure 02: Six trends in the future of human resource management (Fang, 2018)
Transformation of Leadership- Delegation of authority in an organization has traditionally followed a formal hierarchical structure with clear lines of accountability. The digitalised world, on the other hand, has seen greater success with networked organizations. Such arrangements frequently allow individuals to initiate leadership – even if not always with formal authority – particularly where work is plentiful and work relationships are numerous. Leadership in this new world will be about orchestrating the work ecosystem rather than leading people. (Fang, 2018)
More personalised and transparent total rewards- A significant trend we've noticed is a more personalized and transparent management of total rewards. (Fang, 2018)
Improving the employee experience by applying product design thinking - Talent and ideas, rather than capital, have become the most important factors influencing the growth of most large enterprises in the digital era. Jack Ma, the chairman of Alibaba group, has said “staff first, customers second, and shareholders third”. (Fang, 2018)
Targeted recruitment driven by social media and cognitive assessment - Digital tools such as social media and cognitive assessment can help to hone and focus recruitment efforts. Natural language processing, predictive algorithms, and self-learning are examples of cognitive technologies. (Fang, 2018)
Leveraging people analytics to improve organisational performance - People analytics and predictive talent models can help HR identify, recruit, develop, and retain the right talent more effectively and quickly, allowing the business to improve organizational performance. Access to these insights by HR can assist organizations in better identifying current pain points and prioritizing future analytics investments. (Fang, 2018)
Redefining human resource management - Human resource operations are evolving as a result of the use of next-generation automation tools and standardised processes. Organizations are putting people analytics at the center of their operations. Data analytics is consistently integrated into day-to-day HR processes, and its predictive power is used to drive better decision making. The role of business partner is being completely replaced by a new talent value leader (TVL). HR is becoming more agile in order to drive improvements in operational performance. HR professionals are being freed up for more strategic work as a result of functional changes in HR operations. This is also allowing new roles to emerge, such as workforce analytics professional, robot trainer, virtual culture architect, data, talent, and AI integrator, and cyber ecosystem designer. (Fang, 2018)
You have selected a interesting topic to discuss. In your article you have nicely describe the trends of the future in HRM. Wish you all the best Jaliya!
HR departments of the companies in countries like Sri Lanka will definitely face many more challenges in future due to the economic crisis, inflation and other cultural differences. So by adhering to the new HR trends will help to overcome such challenges.
Yes, but issue is there is no skilled persons in organization's of Sri Lanka due to brain draining to the other countries. Why ? they don't have enough facilities and chances.
HR will be at the core of the organization, leveraging analytics and business forecasts to drive strategic labor choices. However, much work has to be done before the next decade begins if HR is to fully realize the potential of this new set of resources. Excellent article.
Figure 01: Performance Management (hrkatha, 2017) Knowing your employees well leads to a positive work culture. Employees who know each other well are less likely to fight and criticize one another. Conflicts and misunderstandings not only degrade the atmosphere in the workplace, but they also raise people's stress levels. ( Juneja, n.d ) Employers cannot be good supervisors and maintain a professional relationship with every employee unless they make an effort to get to know them. They could be excellent teachers and technical experts. They may hold regular meetings with employees in order to keep everyone up to date. However, the human element is all too often missing. Supervisors frequently overlook the importance of getting to know their employees as individuals. Great workplace leaders are aware of this. It forges bonds that enable your organization to solve big problems, face big challenges, and achieve extraordinary results from a diverse range of people. (Saviroff, 2013) 1
Figure 01: Key Performance Indicator (D reamstime.com, n.d ) What is a Key Performance Indicator (KPI)? Managing employee performance and a company's day-to-day operations is difficult. Metrics are frequently used by businesses to evaluate employee performance and track progress toward specific goals. Employee performance objectives should be clear and aligned with the business strategy, as well as specifying what metrics will be used to evaluate and improve business outcomes. Individual employee Key Performance Indicators (KPIs) are metrics that can help you track your employees' ability to meet your expectations as well as their impact on business goals. (employsure, 2022) Figure 02: Key Performance Indicators (The Balance, n.d ) Why are KPIs Important? KPIs boost employee morale KPIs help to support and influence business goals Personal development is aided by KPIs Performance management relies heavily on key performance indicators (KPIs) Characteristics of a Good KPI Sh
You have selected a interesting topic to discuss. In your article you have nicely describe the trends of the future in HRM. Wish you all the best Jaliya!
ReplyDeleteThank you for the comment. New HR trends will lead companies to achieve their modern day targets.
DeleteThe future of HR faces a multitude of challenges. You have well explained the Future HRM and its trends. Good Luck.
ReplyDeleteHR departments of the companies in countries like Sri Lanka will definitely face many more challenges in future due to the economic crisis, inflation and other cultural differences. So by adhering to the new HR trends will help to overcome such challenges.
DeleteYes, but issue is there is no skilled persons in organization's of Sri Lanka due to brain draining to the other countries. Why ? they don't have enough facilities and chances.
DeleteIn the article, you have mentioned future HRM trends and practice very logical manner and a very interesting topic you discussed. Good luck!
ReplyDeleteTechnology will play a major role in future HRM.
DeleteHR has numerous issues in the future. Future HRM and its tendencies have been clearly explained by you.
ReplyDeleteI think these issues can be minimized by introducing new technologies.
DeleteHR will be at the core of the organization, leveraging analytics and business forecasts to drive strategic labor choices. However, much work has to be done before the next decade begins if HR is to fully realize the potential of this new set of resources. Excellent article.
ReplyDeleteI agree with you.
DeleteArticle showcase the new trends and how technology and other factors shaping up the future of HRM. Well done.
ReplyDeleteThank you for sharing your knowledge about this topic.
ReplyDelete