Next 10 Years HR Trends
HR Trends for the Next Ten Years
The coronavirus has become one of the most important factors in changing the way people work in our lifetime. Most now know that the pandemic forced people to try new things at work that would have taken years, if not decades, to do. Things like working from home, rethinking business travel, and moving in-person training to the web have all become commonplace.
In the future, when we work, where we work, and how we stay in touch with team members and customers will all be different. The ‘new normal of work’ has evolved into the ‘next normal of working from home, which includes learning, working, collaborating online, and building resilience and inclusiveness in the workplace, among other things.
COVID-19 has prompted HR to reassess all previous "best practices". The corporate environment has changed dramatically, and most expected trends have ceased to exist. This is a lesson for HR moving forward.
This has been a no-brainer since HR began employing technology. New software and employee autonomy are shrinking in-house HR departments. Employees are doing more on their own thanks to self-service portals.
Companies understood the need to adjust to remote working well before COVID-19. And, we see It is now as the number one HR issue.
Big picture for the future of HR
- In 2027, HR will most likely have a hyper-personalized performance review system.Traditional yearly reviews will be replaced by real-time performance reports and personalized coaching. Employee skills will also be the center of attention, and their "uniqueness" will be admired.
- HR leadership with a future: A focus on futuristic leadership will also be important.
- Digital expertise boosts human capital: A new HR ecosystem combining new technology and responsibilities is required for both startups and corporations. Remember revenue-per-employee? In 2027, that may change to a "value-per-employee" approach.
- Digitalization: We’ve covered AI and HR in depth. And now we would like to emphasize this point again: HR leaders must realize that digital transformation is about unleashing company value, not just improving processes.
What are the trends that will change HR?
Employee experience. Indeed, the future of HR is determined by employee and user experience. Employee engagement tools will be redesigned to create a competitive advantage. Organizational business outcomes are also linked to implementing a employee experience platform.
Work from home. With more remote work, the new HR will need to adapt. Training and development will become more tailored and remotely accessible.
Data & AI. This is certainly one of the major future HR trends. Despite fears that AI will replace humans, HR will benefit greatly from it. Big data helps CHROs add value and efficiency. Also, HR chatbots are becoming increasingly important as well.
People analytics. Global organizations now recognize the need to use data to reassess recruiting, find skill gaps, and manage talent supply and demand. Many companies are increasingly focused on predictive HR analytics. HR no longer asks "what occurred and why?" HR is now answering inquiries like "what will happen?"
Culture and the gig economy. Here's what the word "gig economy" means. Gig economy employment refers to temporary contracts or freelancers. This is happening in every industry on the planet. HR must review its current processes for a more inclusive and varied workplace.
Cybersecurity. With increased data usage, future HR will face huge cybersecurity issues. New cyber security rules will be developed to address data privacy and employee privacy as the security of remote infrastructure has never been more vital.
No face-time We can all agree that communication involves body language and interpretation. But, due to remote functioning, this essential signal has been lost. Neglecting this could lead to even more miscommunication and misconceptions so HR must develop procedures that ensure effective communication.
Work anywhere. Sure, people are increasingly adopting remote working positions but the next generation of workers won't necessarily work solely from home. They can also log in from anywhere, whether it be at their favourite coffee shop or while on holiday. A hybrid working model requires a revolution in facilities and infrastructure, which will enable solutions for a mobile workforce.
What should you consider for the future of HR?
After looking at the future of HR and what people will do, here are some things that you should consider:
- No more manuals. We are not suggesting manual processes fail. But everyone can agree they aren't as efficient and useful as automation. Manual workflows stifle business growth- it's time to ditch paper and Excel and invest in HR and payroll tools to free up time for strategy.
- The app world is exploding. Every action you can think of has an app. So you just need to get used to working with apps that you can customize.
- Conversational employee interfaces sustain engagement and attention. Chatbots are easing remote work by maintaining human relationships. Emojis and virtual symbols can't replace human nature, but they help maintain connections and even make text feel more human.
- HR processes will be more flexible and cut down on waste. By giving employees and the department more power, you can focus on work that adds value.
- Reduce decision and implementation bias to maintain fairness. Using technology and analytics is also a simple way to make the job enjoyable.
- Employee involvement is vital. A digital platform or interface may help to engage and motivate employees. Use communication tools like Slack to handle HR processes and enhance employee engagement.
The Bottom Line
We have seen immense change in the way people work, and it isn’t about to slow down. The HR world is also changing, and its time for companies to adjust their approve to employee engagement. While this may seem overwhelming, there are simple ways to handle the changing times. Book a demo with Sorwe and start simplifying your HR, while boosting your overall employee engagement.