Human resources management (HRM) has received much attention in recent years, even before COVID-19 redefined it in 2020.
For the most part of a decade, HRM has grown to accommodate gig workers, AI, and requires more personalized tools. Most tools, like time tracking Sharepoint, still work in several capacities today.
Knowing what is in store for HR has never been so clearer going forward. Analysts the world over believe more automation is likely to happen. If there’s any truth to that, what happens to jobs currently occupied by regular people.
HR trends are poised to change. With what this article provides below, it becomes easier to predict which way HR is likely to develop going forward.
Future of Human Resource Management
Remote work model gains more prominence
A recent Gallup poll shows more than 60% of workers in the US now prefer to work from home. Such a startling stat shows how HRM is likely to change into the future.
After several years of being mostly hands-on in their approach to HRM, companies need to face the new reality. Many top companies are already riding the trend to get more remote workers running their operations.
Organizations like Twitter have decided to let employees that don’t have to be in the office work from home forever. Other companies like Facebook, UpWork, Microsoft, etc. are applying similar measures.
One thing is certain – after COVID dies down permanently, some people will not return to the office.
With such a drastic change, HRM has to evolve to cover managing resources over a broader range. Several companies are making work-from-home permanent and are also devising HR approaches to that effect.
How such changes to HR and work affect productivity and operations remains to be seen.
Significant HR redesign
Another notable change to expect in the HR space going forward is resource management remodeling. Redesigning the HR framework to accommodate new work formations involve modeling new templates for handling employee management.
Also, HR going forward will look to shape up and modeling jobs that possess unconventional work practices. HRM will also consider automation as a potent tool to drive employee output over time.
HRM practices will also seek to identify novel requirements and capabilities to survive in the new era. It will also seek to discover if employees and managers at different levels face any technical and behavioral challenges.
Remodeled employee experience expected
HR leaders have already been harping on employee experience as an important factor pre-COVID. After the pandemic, the need to readdress employee experience has only gotten louder.
Most HR experts believe employee experience is a top-five factor to consider for better resource management. If businesses wish to become relevant going forward, it is necessary for them to deliver improved satisfaction to employees.
Also, it is essential for effective lead placement to drive your next strategy. Businesses looking to enhance employee loyalty also need to begin from the hiring process post-COVID. Employers should encourage candidates to invest their potential into the company’s vision.
Working on enhancing the employee experience after the pandemic is indispensable for forward-leaning results.
Mental Health-Centric HR
Before the pandemic, most employers didn’t see the significant of mental health assessments for employees.
After the pandemic hit, businesses have seen the need for assessing mental wellbeing of their staff. With more than a third of employees claiming they experience depression symptoms, HRM needs to evolve.
HRM has to cover providing access to counselors and help workers combat mental health issues. With studies claiming north of 90% of workers could experience mental health issues in varying forms, HRM needs to grow.
After 2020, the world of HR took a dramatic turn. As we move through the 2020s, there is a great shift towards newer HR solutions. Post-pandemic solutions look to lessen human contact in broader ways than before.
Also, a flurry of tools currently target improving employee experience, mental health fatigue management, and more.
All these changes also mean significant adaptations have to be made in team designs, skill development, and much more.
New challenges post-pandemic are already bringing innovation-centric companies to the fore and engendering a heated search for solutions.
One thing is certain for HR in the 2020s – more digitization.
It is more likely for several HR processes will focus on data to provide practice enhancements. Also, value delivery and alignment creation will help drive HR’s success going forward.
Above all, what an exciting time it is to see several dynamics moving all at once in the world of HRM. And as several analysts say, the 2020s will define workspaces for several decades to come.