The future of HR: 2021 and beyond
THE future of human resources management is closely intertwined with technology, the sooner the shift happens, the higher the chances of survival. With the face of the workplace changing in a way never seen before in history, HR has evolved dramatically. HR has a critical role to play in this new environment. HR leaders must redefine obsolete models, and implement new technologies to survive. The future of HR looks bright, digital and fast and that is undeniable.
The role of HR continues to change as business dynamics change and so is the overall people structure. Based on interactions I have had with HR and business professionals I have come to conclude that the role of HR will change faster than ever and only those who are either strategist or digitally savvy will survive.
In order to respond to the changing employment landscape, HR needs to upskill, embracing new technologies and disruptive innovations. HR personnel need to become experts in agility, and I don’t just mean agile ways of “working” I mean agile ways of “operating” and “thinking” too. HR must rethink the capabilities and operating models required in the future for it to survive.
Gig working is introducing us to a new breed of talent
The present coronavirus pandemic has changed the way businesses are conducted across the world. Due to the new work from home culture, many companies are realising its advantages on stressed cashflows in remunerating fixed employees. Many companies have remodelled their operations as per the business continuity plan and prefer to hire freelance talent under the present market scenario.
They come and deliver the required outcome and they move on. These are a set of specialist and temp workforce who will be hired for a specific set of work. For them, commitment to anything other than work/money has no meaning. Every organisation will have a plan to manage the gig workforce as it will bring in the much-needed expertise compared to full-time employees.
Increase in the use of digital communication tools
Organisations must introduce digital workplace strategies capable of improving collaboration and communication, and enabling employees to work together effectively, regardless of location or device. Technological advancement allows the company to improve its internal processes.
Self-service technology has to be accessible by employees and line managers. With remote working more widespread than ever, it is inevitable that we adapt to new communication methods such as WhatsApp, Zoom, etc, which facilitate faster decisions, more streamlined processes, and instant approvals and are superseding email in many cases as preferred tools for employee communication.
Virtual learning on the rise Online learning has shown significant growth over the last decade, as the internet and education combine to provide people with the opportunity to gain new skills. Since the COVID-19 outbreak, online learning has become more centric in people’s lives. COVID-19 has been a catalyst of new learning trends around the world, potentially superseding face-to-face learning.
During coronavirus pandemic we are seeing a rise in collaborative learning where consulting firms are now delivering training, virtual learning and offering online coaching over the internet. Distance is no longer a barrier since one trainer can handle many people from various countries at the same time.
Artificial intelligence (AI) on the rise
Virtual reality is rising in prominence. AI is being used in HR to automate repetitive, low-value tasks thus shifting focus to more strategic work. Many fear that the rise of AI will lead to machines and robots replacing humans, that’s false, AI will only relive pressure on HR to concentrate on its strategic role.
Technology can be used to cement and reinforce internal structures of the workforce and ensure employees feel secure and supported during the shift to a digital workplace. AI is reinventing human resources in a way not seen before by automating recruitment, onboarding, learning, and development, allowing HR teams to focus more on creative and strategic work.
HR analytics
HR analytics enable HR professionals to make data-driven decisions to attract, manage, and retain employees, which improves return on investment. Expanding HR’s analytical capabilities to improve decision-making and facilitate the discovery of human capital insights is key.
The goal is to move from data being purely descriptive to being prescriptive, where it tells a story that enables you to make better datadriven-decisions. Using analytics, data driven decisions can be made by HR professionals to attract and retain talent.
Post COVID-19 HR practices will provide endless possibilities to use analytics in identifying trends and patterns on employee absenteeism, leave frequency, employee turnover rate, engagement level, among others.
Real-time performance management
Real-time performance management (RPM) is a management practice that measures performance in real-time. In most cases a feedbackdriven system has been proven to be efficient. In human resources, getting constant feedback on employee performance or satisfaction is not among key HR functions as yet.
If HR embraces the real-time performance management tools, it will offer employees and HR more visibility into the team’s performance. Talent managers will be able to determine which employees struggle to contribute to performance and find ways to integrate them into the working environment more efficiently.
Increasing efficiency
One can argue against the disadvantages of the extensive use of technology, but it cannot be denied that technology is the best way to increase efficiency. Technology has without a doubt brought the positive change that we need in our HR departments. However, it must still be highlighted that technological advancements are nowhere near to human decision-making abilities. Organisations that combine effective HR management processes with efficient HR technology are likely to be more productive and profitable than those that do not. Of course, the challenge for HR executives is to manage this technology to maximise the benefits while minimising the pitfalls along the way.
HR becoming more human
HR must not lose the human element. In this automated age this will allow for the freeing of HR professionals to focus on uniquely human abilities such as critical thinking, creativity, and empathy. While they are involved with the more human tasks, technology, in the meanwhile, can handle the more ordinary tasks.
Technology can help a lot in dealing with HR issues. A user-friendly employee portal, chatbots that are available 24/7 and service-oriented HR professionals in the call centre can relieve pressure on HR department as a result by becoming more digital, HR can become more human.
In order for HR to become more credible, forward-thinking and a part of the overriding strategic direction of any business of any size it also has to keep moving with technology.
It might seem strange to be making predictions about 2021, when it’s far from certain how the remaining three days of 2020 is going to play out.
No one foresaw the changes that took place this year, but one thing is clear, technology has been affected just as much as every other part of our lives.
Emmanuel Zvada is an Award Winning Most Fabulous Global HR Practitioner 2020, HR Disrupter and Trusted Coach. He writes here in his personal capacity.