6 Things that will Redefine the Future of HR

Shefali Vasave | October 18, 2021 | 58 views

Fast transforming workplaces mean more focus needs to be placed on human resources and their management. According to current HR tech trends, the future of HR will witness a strategy-driven approach. HR teams are the gatekeepers of an organization’s vision and mission. In 2022, they will also be significant drivers of business outcomes and advance its financial success through human capital management.

As workplaces become remote, the world is witnessing several technology-led innovations in HR operations hiring and recruitment. But what are some non-tech transformations that have forced organizations to revisit their workforce management?


Integration of the gig economy

The normalization of remote work as the primary way to do things has opened the doors for the gig economy to make its way into the mainstream. As organizations become more adept at managing a hybrid workforce, remote workers, including employees, freelancers, and even specialist contractors, can deliver direct services without much interference.
With tools to measure productivity and performance, the gig economy is no longer a subset of the job market. Further, organizations embracing the latest HR tech will become simpler,enablingremote workers to collaborate and manage a hybrid workforce of full-time and freelance employees..


Rise in outsourcing

Innovations in HR software will also encourage HR to incorporate employee self-service and automation software in turn, enabling independence across the board. In addition, as many roles are outsourced to specialists, HR resources can be capitalized to identify new strategies and put tailored initiatives and policies in place to engage employees and improve their work experience.

Cloud HR has further enabled the outsourcing of roles to specialists to perform HR functions like payroll management. With these new developments in the role of HR leaders, outsourcing will become rampant, reducing the cost for in-house HR teams.


Employee Wellness at the heart of HR

While, traditionally, HR operations focused on capitalizing on the organization’s workforce through performance, employee wellness has proven to be just as critical. In addition, the COVID-19 pandemic amplified uncertainty in its wake. As a result, most employees have to balance the concern for their health and safety with the uncertainty of work.

Modern HR management considers these concerns and puts employee wellness at the center of its new policies.


People Analytics

People management around the globe is shifting towards adopting a more data-driven approach to improve employee experience intelligence. People Analytics is a huge step towards using data to identify, configure, and predict the challenges in HR.

“Organizations require insights at everyone’s fingertips, no matter where they are on their digital business journey.”

- Mark Palmer, Senior Vice President, Engineering at TIBCO

With the integration of Artificial Intelligence (AI) and Machine Learning (ML), this trend will transform the way companies attract, hire, and retain talent. In addition, the use of big data to develop personalized HR and marketing initiatives will lead to improvement in performance management within the organization.

Reimagining sustainability and agility

In the backdrop of the global health crisis, the importance of resilience and sustainability in business is evident more than ever. Furthermore, HR leaders focusing on faster adaptability improve business outcomes for organizations.
Organizations encouraging a culture of listening, ensuring trust, and a sense of security for their employees need to manage employee sentiment with fast decision-making. That is essential during times of crisis. At a point when time is of core essence, HR professionals must be prepared to course-correct quickly and identify new solutions to manage evolving challenges.

Emphasis on cybersecurity

Digitizing core HR functions and work processes has shed a spotlight on the importance of cybersecurity. As a result, maintaining a robust remote infrastructure will be the number one priority on the lists of both HR and IT teams. Everything, from ‘Work from home’ to information confidentiality policies, have to be reframed to accommodate a mobile workforce.

HR leaders might want to take a leaf out of IBM’s book. As a tech giant, IBM’s VP of data, AI, and strategy oversees the HR department’s use of data to enhance employee retention and encourage talent mobility within IBM. This is a significant example of encouraging collaboration between the IT, data, and HR teams to improve human resources management.

In a nutshell

While HR’s main aim will be to strengthen the organization’s human capital, a foresighted approach have to be adopted. Even though the current scenario makes it impossible to tell for sure, upcoming trends and patterns are helpful inidentifyingwhere HR is headed.
In 2025 itself, HR is envisioned to be much different than what it is today. HR leaders will become an integral part of decision-making teams, charting strategies and consequently making business decisions.


Frequently Asked Questions

What should be the main focus of HR in 2022?

HR needs to focus on employee engagement across the organization. In addition, with a hybrid workforce, it is vital to integrate HR tech to improve employee experience at every stage.

What is the future of HR tech?

Technology in HR will take precedence in administrative functions. This means HR resources can be better utilized to boost people-oriented policies. Using tools like artificial intelligence, machine learning, digital learning and development, an emphasis on creating a culture of digital collaboration is a must-do for all HR teams.

Will AI take over HR?

No. The HR function may undergo automation and adopt machine learning to identify and predict solutions. However, being a people-oriented process that requires human perception will remain the core of HR for a long time.

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In 2019, Southwest Airlines was named one of the best workplaces by Glassdoor. The company has now earned this recognition for ten years running. Additionally, the company is renowned for never experiencing a layoff or salary cut since its inception. What are the takeaways for businesses from Southwest? It is about inspiring employees while maintaining a clear connection between their well-being and the company's. It strongly demonstrates that they are at the heart of the business. The writing on the wall is that talent management no longer cuts it. Talent cannot be managed as effectively as it can be engaged. Today, businesses must emphasize talent engagement as it is more than just a modern evolution of human resources. It is the convergence of a new employee-centric culture and a deeper connection between people and their jobs. What Does Talent Engagement Entail? Talent engagement isn’t the same as employee engagement. The reality is that motivated individuals seek job fulfilment in order to excel. Because of this, talent engagement is now a business focus that extends beyond HR. Every manager's primary responsibility should be to engage and retain employees. Therefore, managers would do well to comprehend what actually motivates employee engagement. Here are some things managers and HR can do together to make sure talent engagement works well: Develop a talent plan for the company that is in line with its objectives and expected results. To attract, hire, engage, and retain new talent, align the processes, culture, and people management practices and processes. Create action plans to encourage growth and determine crucial job roles and responsibilities that have a disproportionately large impact on business success. Pay attention to people and diversity to find the best combination that fits the company culture. The Path Ahead Clear, authentic, meaningful communication is essential for successful talent engagement. Managers must be able to channel their inner mentor in order to provide thoughtful feedback that empowers employees to thrive in their roles as well as pursue new learning paths. They must be provided an environment where approaching senior leaders on their performance and areas they need to improve in. HR must ensure that they become a partner in ensuring that employees can enhance their capabilities and maximize their value to the company. The chance to transform employees into brand ambassadors for the company is enormous. Talent engagement comprises the necessary efforts to promote a work atmosphere that fosters innovation, success, and excellence.

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Talent retention is one of the biggest issues faced by firms that are expanding quickly. It's easy to neglect retention, soit's crucial to keep your existing workforce engaged while onboarding new ones. This is especially true of Gen Z and Millennial workers. These generations are more inclined to change jobs frequently, as the Great Resignation has brought to light. As a business grows and changes, it is also important to have younger employees who are dedicated and skilled. When it comes to retaining millennial and Gen Z employees, here are five elements to consider emphasizing in your organization. 1 Flexible Work Remote work, flexibility, hybrid culture aren’t just buzzwords for millennials and Gen Zers, it’s what they expect and what makes them consider staying or quitting. The business case for providing more flexibility is that it helps organizations reduce costs incurred from absenteeism, workplace accidents, and employee attrition. 2 Access to Mentorship A CNBC study revealed that 90% of employees with assigned mentors report that they are happy at their jobs. There’s no doubt that greater employee happiness causes higher retention. Both Gen Z and millennials seek mentorship at work as it allows them to pursue their self-development goals. Since virtual mentorships are not limited by geography, more employees are able to connect with a wider range of mentors. 3 Diversity and Inclusion Young employees value a diverse workforce, and diversity, inclusion, and equity are vital expectations to meet. It is one of the factors that help candidates choose their employers. 4 To Wrap It Up While hiring newcomers, it's crucial for growing organizationsto retain their employees. Additionally, since they have a unique set of values and are willing to change employment, your youngest employees deserve special consideration. When engagingthese employees and ensuring the long-term success of your firm, a flexible working style,mentoring programs, and an inclusive atmosphere are essential.

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Article | July 13, 2022

Employee benefits is a crucial piece of the puzzle in the big picture of employee retention and engagement. Many organizations use benefits as a way to attract top quality talent and offer recognition. Not only this, but many more organizations use it to retain employees and provide a meaningful workplace experience. This is why delivering the benefits seamlessly is critical. There has been an exponential increase in the number of organizations adopting benefits software to optimize and automate the process. The ideal benefits software you’re using is efficient, cost-optimized, and sleek, but how do you know it’s time to upgrade. Here are three signs to identify whether it is time to consider a change. It’s No Longer Serving Its Core Functions Sure, when the first time you went digital, you sighed in relief at the amount of paperwork and repetitive tasks you didn’t have to do any longer. Now, as you continue using your current system, you spot gaps in the features, especially in areas that can be easily automated. If you’re wondering whether you need more automation, there’s probably a solution out there that can offer just that. As a human resource management process, this means it’s time to shop for more functionalities that address your concerns. The User-Interface Feels Stale Does your benefits system’s user-interface feel like it doesn’t meet your needs? Ideally, it should simplify the process of delivering benefits and maintaining accurate records, but if it feels tedious to use, this demonstrates that it needs an upgrade. Your benefits software should enable HR to access data in real time, pull up records in a jiffy and create reports on the dashboards. These are just some of the features that modern benefit software offers that make life easy for human resources professionals everywhere. It Isn’t Integrated with Other Systems in Your Technology Infrastructure Today HRM software come with integration-ready solutions. If your benefits software cannot be integrated with other software in your HR tech stack, it’s a clear signal to upgrade. It should also be integrated with your onboarding system, employee engagement, wellness, performance management, and vacation policies. Your tech stack should continuously share data to keep all of the systems and records updated. What’s Next? Now that you’ve established it really is time for an upgrade, what comes next? Whether you need more automation, better compliance or simply a more API-ready system, there are plenty of benefits software providers that offer an integrated solution. Start by identifying the areas that need to be optimized so you can not only address existing issues but overhaul how you deliver benefits. A good benefits software can help you contribute to a better employee experience.

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