Human resources today are a product of the Industrial Revolution. The goal of factory supervisors back then was to ensure that workers delivered reliable, standardized results on a day-to-day basis. As we have become more immersed in the digital age, technology has (mostly) taken over the responsibility of producing standardized results. Technology and humans working together to attain business goals is a responsibility of the HR department of today. What does this mean for HR professionals in practice? Taking advantage of trends that provide opportunities. Let us explore prospects for HR priorities in the coming years and how you can make sure you are prepared for the future of HR.
1. The norm will be managing a blended workforce-
During the pandemic, working remotely has proven to be a valuable tool for employees, as it ensures flexibility. Recent findings from Software Advice show that 86% of employees currently working from home plan to continue to do so during a pandemic. We cannot ignore the advantages of remote work; it offers flexibility without sacrificing productivity, and fully remote workers reduce real estate costs by as much as 50 percent.
2.
Employee’s experience will be improved-
HR departments have always been
committed to improving the employee experience, but it has become increasingly
important to retain and attract quality employees. Therefore, we expect HR
leaders to take the same steps to improve employee experience as they do to
improve the customer experience. HR departments typically use employee
engagement software, surveys, exit interviews, or employee suggestion boxes to
assess employee needs. Information obtained from these avenues is usually used
to recommend employee service initiatives
3. There is a need for
upskilling everywhere-
Since HR has been aware of the skills gap, they have been concerned. An employee's skills are uncoordinated with what businesses need. Here is a high-level explanation. Skills development initiatives fell by the wayside in 2020 as most businesses concentrated on staying afloat. A diploma in humanresource development is an excellent way to boost one’s career. It is HR's responsibility to plan out the upskilling initiatives. In fact, when it comes to skills development, HR is rarely considered the first business function to think of. Working cultures and technologies are evolving, so your team must follow suit.
4. Benefits will change for
employees-
The employee value proposition (EVP)
of an office is filled with rewards such as commuter benefits, on-site
day-care, free lunches, and a refrigerator full of snacks. Currently, leading
corporations commit to a fully remote workforce, and over a third of small
businesses continue to employ people from home. Companies increasingly provide
mental health support, home office equipment, and wellness programs as part of
their benefits offerings. You can record your employees' enrolments in which
plans using administration software, so you can see what changes your company
needs to make.
5. Using AI and data, HR
must have a unique voice-
AI and analytics have become ubiquitous and are continuing to change the way we do business (along with every other aspect). The second step for HR leaders is to identify where their teams thrive. Technology cannot replace humans' creative, collaborative, and problem-solving abilities. To expand what your workforce can do; you need employees with strong skills in these areas.
CONCLUSION
Using data to plan the future of the workforce is a crucial aspect of human resources. A diploma in human resource development is an excellent entry point into this career field for aspirants. Such tools allow you to identify important trends, such as how employee training impacts your bottom line, why turnover is higher than usual, or what characteristics of applicants produce future top performers.
