Top Bold HR Predictions for 2020: The Future of HR Department

by Clayton Clive Blogger

We’re a little less than a month away from the beginning of 2020. Over the next course of a few weeks, we’ll be inching closer to the new year. What will the new year be like for the HR department? Some speculated stating human resources will be doomed. Some say software is going to replace the entire department.

Do you think software will replace the entire human resource department?

Due to technology and innovation, we’re all undergoing a constant change, and this is no different for human resources. Although technology has changed the way HR functions, it is also predicted that these changes will further provide newer job opportunities.

Yet it is challenging to keep up with future trends while managing your daily tasks.

Here are five bold predictions you need to keep track of: -

Prediction #1 – Strategic thinking: HRs new in-house core competency

Old traditional methods are not the new norm in the HR sector. They have moved from a traditional method to becoming a strategic partner with the business domain. Nonetheless, this trend of moving to a smaller and more strategy-focused was predicted a decade ago.

But the newer research by the Economist Intelligence Unit says, there is an urgent need for C-executives to partner with HR professionals driving higher business growth. All in all, most employers said that human resources need to be more strategic to increase their value in the business function.

Other certain factors need to be considered as mentioned by Dr. Presser which says,

“This includes the ability to make accurate projections based on understanding the goals of the business and using metrics that describe more than lagging indicators, such as how long it takes to fill a job or the per-employee training spends.”

Also, this strategy role cannot be outsourced and strategic planning requires someone with in-house expertise.

Prediction #2 – In-house HR is predicted to downsize giving rise to outsourcing

Predictable, isn’t it?

The predictions given by several industry experts may even surprise you.

1. Industry analyst Brian Sommer, the founder of TechVentive – there will be a smaller shift in the HR department due to technological implications with increased employee participation in the process. Multiple businesses will be getting offered self-service because of better technology. An example to quote, employees will be putting their data into self-service systems.

2. Dr. Janice Presser, CEO of The Gabriel Institute – the entry-level HR jobs that now exists will eventually vanish as transactional tasks will be consigned to outsourced services. In simple terms, multiple transaction-heavy jobs will be outsourced to HR specialists or maybe HR agencies.

3. Elizabeth Brashears, the director of Human Capital Consulting at TriNet HR – the benefits administration will be impacted because of increased workforce and regulations. As regulation surrounds employment, benefits can become complex.

Prediction #3 – Use of big data and analytics

HR professionals will now need to embrace analytics and include talent management software suite to become strategic leaders. In the next decade, the career progression of professionals in the human resource department today is highly influenced by the analysis of big data, analytics, and metrics. Although the HR department is making use of certain metrics to increase employee engagement level, you can still expect newer metrics like the average timeframe for the staff to be well prepared for a promotion or to be hired as a new hire for an organization.

Big data trends are said to cater to newer ways for the HR department to use these tools to drive positive change.

Prediction #4 – Managing a remote workforce is the new norm

Big giants such as Yahoo and Best Buy had to end their remote work programs, but it is just an exception. With a newer workforce on the rise, human resources will be facing a significant challenge in managing them. As Luman says, companies will require to leverage their employees when and when they’re most impactful.

However, this trend could not be favorable for those HR managers who’re not used to managing a team from a distance.

The rise of automation sets an entirely different kind of expectation and it will be a significant part of the solution.

Like Wim de Smet, CEO of Exaserv, predicts,

“New technologies will be used to analyze work production instead of working time. Results will become more important and business will expect HR to be producing more result-driven performance analysis.”

Prediction #5 – HR is likely to become marketing based

Recruiting will become more like marketing, says Sommer, the founder of TechVentive.

He also says that the recruiters will identify specific micro-segments of either the job holder or the job seeker making them potential targets for their firm, just like how a marketing the firm would do.

Today’s need for human resource management professionals will be moved beyond recruiting, and they will need to think like marketers.

How prepared are you ready to take that jump in 2020?

With changing times, only one the thing will remain constant: the need to master data to support your efforts.

You need to act and not just talk the big talk.

Ensure you have laid the right foundation: endorse one tactic – upskill. Taking up online HR certifications will help achieve success, and not stagnate.

Don’t you think it’s an exciting time to embrace that change?