The human resource department of a business or organization is tasked with hiring, supervising, and training staff members. The HR department has been an essential aspect of the success of a business or organization. However, there is constant debate on the future of human resources with the continued reliance on technology. Machines are recurrently replacing the human workforce in most major industries worldwide. Such social disruption is undoubtedly inevitable as more efforts are put into developing AI-run/ automated machines.
According to recent news, the human resources department in most industries is fast losing its relevance. Understandably, it is easy to see how the human resources department is doomed. If you are among the many that view HR as a dying field, you are wrong. Without a doubt, technology has affected the normal functioning of the HR department. However, current and emerging technologies have brought about numerous opportunities for human resource experts. This article will outline some of the predictions and what will be affected.
· Management of remote employees
HR has inevitably to deal with managing remote employees, especially due to the global COVID-19 pandemic. Thus, employees are expected to effectively manage their existing workforce where they are most productive regardless of their geographical position. As such, the HR department will have to acclimatize to the working environment by adopting technologies to analyze productivity rather than logged working hours.
· Increased outsourcing
This prediction is among the most feasible mainly because of the inevitable shift to downsize HR departments in most companies and organizations. Experts in a reputable essay writing service state that organizations will transfer most of their responsibilities to technology. As such, some of the significant HR roles will be the responsibility of specialized agencies. However, with the adoption of HR agencies, there are fewer and fewer HR entry-level positions.
· HR will focus more on strategic thinking
With the HR department’s imminent downsizing due to the adoption of new and emerging technologies, they are expected to adapt to the changes and reposition their role in a company/ organization. As such, the department will have to change its role to offer strategic support services, a move that was predicted a few years ago. Strategic management cannot be outsourced and thus needs to be in-house. To become a strategic partner, the department should create precise projections focused on an organization’s goals and objectives, i.e., how long it would take to fill a certain position or how much a company would spend to train new employees.
· The human resource department will adopt more marketing-oriented strategies
The department will have to identify and target specific desirable aspects to potential employees, similar to a marketing strategy. Besides, the HR department will have to adopt certain marketing strategies and evolve from coordinating the company’s social interaction.
· More utilization and analysis of collected data
With the current changes to the employment landscape, human resources will need to reaffirm its position in the company/ organization by embracing the changes. This also helps the HR department become better strategic managers with a firm. Additionally, HR will need to hire more people to analyze and make detailed projections from big data.
· A cyclic shift for human resources department responsibilities
Each year, more and more companies downsize their HR departments consequently because of the switch to a leaner workforce. Therefore, the role of the HR department frequently shifts from a general practitioner to a self-regulating contributor. Currently, the HR department offers general assistance to companies/ organizations with a steady movement towards offering specialist support.
As you can see, these are just a few of the ways the human resources department will have to evolve to fit in with the current and emerging technologies implemented in various levels of companies/ organizations. Therefore, despite some of them already evident changes, HR experts can still prepare for these predictions through continual learning and networking. Nonetheless, a significant change that cannot be overlooked is that applicants will not simply apply for an HR position without the required academic qualifications.
This is primarily because of their increased need to adopt new skills in a relatively short period. Therefore, research shows that HR experts who develop their own unique brand identity are less likely to lose employment opportunities even with switching to a more technologically run workforce. If you stay in your comfort zone, you are not improving yourself; take a risk and develop your HR brand.