Looking Ahead of Times: What’s Waiting for Human Resource Management?

In recent years, we have seen how technology has revolutionized every aspect of our daily lives, including of course, our workplace environment which we are going to talk about in this article.

In light of the new trends that involve the incorporation of artificial intelligence (AI), machine learning and big data in creating HR value for an organisation, we see various HR business solution sprang to life such as employee self-service system (like Lanteria), employment assessment tests, resume parsing, head-hunting online platforms, etc.

Technology has indeed revolutionized the way we access information, and thereby the way Human Resource Management conducts the hiring or recruitment process. The availability of information and the efficiency to handle big data allows them to computer more HR transactions today than ever.

These changes have already left a deep impact on our workplace and the hiring process, whether in a good light, or in a semi disadvantages point of view, we can’t help but wonder where will these emerging technological advancement will take the Human Resource Industry in the years to come. Are you ready to look at all the possibilities?

From COVID towards the Future

The year that was 2020 was a year that no one expected it to be. It introduced us to a drastic change where no one seems to be ever ready. As we face the challenges of this coming year, 2021, we wanted to make sure that the new landscape brought upon the changes accompanying the Covid-19 pandemic will be handled accordingly. The lessons we have learned from the past year has helped us look into the promise of changing employee experience and virtual work in the coming years.

The move to digital is expected to make more changes in the human resource management field as companies will more likely transform in the face of new challenges. Meanwhile, the HR team is expected to drive success through guidance and by taking an outside/in approach in facing the outcome of this pandemic. Here are some changes in the human resource landscape that we may see happening in the future.

  1. Transformation of leadership

The traditional delegation of authority in an organizational structure follows a formal hierarchy and it displays a clear boundary for accountability. However, the digital set up has found a far greater success with networked organizations, one that is connected together by informal networks and the demands of the task, rather than a formal organizational structure.

This setup gives power to individuals with no formal authority to rise up the leadership ladders through network connections alone, giving more flexibility and less biased choices when it comes to leaderships, from traditional to digital.

  • Social Media Driven Recruitment

Social listening allows you to monitor keywords and mentions, understand more about your target audience and industry, discover potential leads, engage with your audience to see what they are talking about. This allows applicants to review crucial sources of information before getting hired by a company.

Driven by social media and cognitive assessment, we see recruitment being honed and focused using these digital tools. There are more and more cognitive technologies readily available online such as applicant screening systems that use AI, predictive algorithms, etc.

  • Transparency in Management of Rewards and Compensation

Today, there’s more transparency in the workplace than ever before. The shift towards a job-based pay structure or more organizations allows employees to more easily compare pay to those offered to others. Sharing information can help drive communication and accountability, and letting employees know what’s going on with compensation is invaluable for driving commitment. This is especially true with the advancement of social media and digital platforms where pay and benefit details are very widely available to the public.

  • Leveraging People Analytics

Predictive data analytics are everywhere. It is in its essence a technology that learns from existing data, and it uses this to forecast individual behavior, thus resulting in very specific predictions. When applied to Human Resource Management can identify, recruit, develop and retain the most qualified applicants for a given job position in a more efficient and cost-efficient manner.

  • Application of Product Design Thinking

Design Thinking is a design methodology that provides a solution-based approach to solving problems. In the context of human resources management, the shift to product design thinking methodology puts emphasis on the employee rather than focusing on the HR program or process itself.

  • A Complete Redefinition of the Human Resource Management

We may not be aware of it by now but the entire Human Resource Management is being redefined in various ways. The use of automation tools and the process of standardization alone has already raised the service levels and has shown great improvement in the field of providing employee experience. We are also relying on data analytics more each day as it provides more consistent predictions and decisions than humans, not to mention the introduction of HR bots that may in time, completely replace some of the core functions of HR management.

There is indeed a wave of change slowly revolutionizing the field of Human Resource Management. Whether this works to our advantage or not, we can only hope for a better future ahead of us. After all. we are still in the early phases of this new revolution, and might as well take a comfortable ride as we face new challenges not just within the Human Resources field but within our daily lives as well.

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