The year just passed witnessed rising pressure as well as stress at the workplace: an unstable economy, increasingly demanding work hours, and steady job cuts. Come 2017, such things are likely to gain momentum. Across the world, human resource (HR) professionals are striving hard to keep pace with these changing parameters. It has now become essential for HR professionals to keep reinventing all the fundamentals of HR in order to stay on the changing frontiers.
Challenges to Talent Acquisition
The effect of automation—although noticeable already in the past few years—can be a major cause of worry, specifically in a country like India, with the huge, workforce-intensive service industries. With more and more jobs getting automated, the talent acquisition practice is believed to be heading towards a new phase—as new skill sets will be required for employment. And once the talent has joined the workforce, it will be the continuous effort of the HR team to retain it.
Earlier, the responsibility to train employees was entrusted to organizations. It’s now history, as the modern industry landscape is steadily witnessing the shift of this responsibility from organizations to employees. A complete mix of various certifications and open online courses to stay updated in the ever-evolving professional landscape is leading the transformation…not in nuances but in paradigms. Believe it or not, to stay relevant and market-ready, employees must keep renewing their skills sets as often as possible.
Digital will hold the key to success
With more millennials participating in the organized workforce, HR feels the need to employ analytics to know the requirements of people in a more individual-specific and customized way and offer solutions by making use of newer platforms and mobile technologies. The possibilities are now infinite: performance management, easier HR systems, chatbots, automated processes, pulse surveys, continuous feedback, mobile-friendly communication platforms, and many more.
Automation of HR processes should be encouraged to lessen the efforts devoted to various redundant processes. Research shows that time allocated through automation can be used to partner with people and business truly, ensuring better employee experience.
Redefinition of Diversity
Gone are the days when diversity was just demographic. It has become more prominent, with organizations feeling the requirement to harness the diversity of thoughts as a significant part of workforce diversity. The focus will remain on harnessing the complete potential of people by accepting and motivating every person’s individual perspective and thinking process.
The time has come to put a permanent end to the concepts like annual rankings, performance reviews, and ratings. Slowly but steadily, continuous communication between employees, managers and HR has gained momentum. Soon, it will touch all aspects of an employee’s life cycle—right from how he is performing, his behavioral aspect, his punctuality, and so on.
Growing significance of data analytics
With organizations becoming more dependent on technology, all the steps in an employee’s lifecycle are likely to be recorded soon. HR teams are believed to have more data than the data pertaining to the date of joining and salary increase. As predicted by some industry veterans, data analytics will help HR in different ways—right from understanding training requirements to conducting training programs to correlating reasons behind client loss and attrition to taking various redressal measures.
The popularity of artificial intelligence, robotics, more digitization, and augmented reality in the workplace is imminent in the coming years. Data analytics will assist in sharper predictive models and people insights—which will result in proactive as well as high-end HR-related decisions. 2017, therefore, is going to be a momentous year for HR professionals.