Many fail to see the responsibilities of the HR department. Put simply, HR is responsible for all workers within an organization. The department is there when people get hired, it helps them during necessary training processes and education, deals with payroll, and keeps records. HR statistics show that the HR market will be worth over $30 billion by 2030. With an increased worth comes the change. Here are five trends that can alter the way HR will operate in the future, and most of them are employee-centered.
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AI Will Help in Recruiting Candidates
HR usually deals with several types of data it has to sort, whether by quality or quantity. All the data collection, sorting, and analyses will likely be done with machine learning, and this change is bound to happen fast. AI can help the HR department from the very start in sourcing candidates. Depending on the job opening, there can be hundreds, if not thousands of job applications, and humans do have their limits. HR managers can use the AI technology programmed to sort candidates based on a query or skill. Afterward, HR can further analyze the remaining applicants and make a decision. This saves the HR department’s time and allows it to increase its productivity. The use of AI also removes conscious bias and helps recruiters focus on skills first and foremost.
HR Managers Will Need to Change Their Approach and Think About the People
Long gone are the days when people were afraid of HR. Today, employees know that the power is in their hands, and they know how to exercise their rights. For example, if a potential candidate has asthma, they know that they can demand specific working conditions, such as a desk near the window. If HR fails to provide it, the employee will simply choose a company that will appreciate them more. These employees know what they want, how they want it, and what company they want to identify with. HR will have to up its game and soft skills if it wants to attract great candidates.
The HR Department Will Have to Become Digital
Today’s organizations are thriving due to the increased use of technology. Still, using software like Slack is not enough to become digital. The digitalization must start from the core of the company. In the future, HR will have to lead the way and inspire different organizational levels to use digital means of operations across multiple levels and shift their mindset. To do this, HR needs to have enormous knowledge and keep track of changes in the industry. HR managers will have to educate themselves and test out different tools before presenting them to the organization.
Inclusion Will Have to Be Implemented
There’s a lot of fuss about inclusion, especially with the generational gap, and the reality is that many people feel left out. Younger generations feel like they don’t belong, and older generations can’t pick up the pace. HR can work on inclusion and diversity by working together with company executives. Often, the upper management lacks awareness about how inclusive their organization is.
Still, sometimes awareness is not enough. HR can lead the way by driving the policies and fostering an environment where all employees feel equally valued and included, regardless of their age, gender, race, or disabilities. HR can help the top management build such an organization where all systems and processes align with inclusion and diversity. After all, HR works closely with employees, and it knows how they feel. Sometimes collecting employee feedback can be enough to start the change.
Learning and Development Mustn’t Be Ignored
Learning and development often get pushed aside, but the truth is that employees prefer companies who invest in L&D. L&D provides a competitive edge. Employees are aware of how important it is for their career growth. HR will have to offer new ways of learning and development through online education, building talent development teams, and adjusting the learning experiences according to employees’ needs. If implemented as a strategic component of the organization, L&D will result in increased employee retention, better employee satisfaction, and improved performances.
It seems that the HR department will face some challenges in the future. As the market grows, so do the new methods of recruiting. HR won’t have to scour LinkedIn and analyze data manually anymore. Instead, the AI software will do all the work. What the HR’s responsibility will be is to meet potential employees halfway and enable them to exercise their rights while treating them as humans and not just workers.
HR will also have to keep learning and work on maintaining a digitalized environment. Inclusion and diversity will have to improve, and company executives will have to become more aware of the issue. Together with learning and development as a part of the business strategy, HR will help employees feel respected and grow within the company.