HR management forms a core function and a key activity in any organization. Generally, this includes a wide range of procedures, starting from the recruitment phase, all the way up to long-term personnel management.
HR management, therefore, refers to all aspects of employee recruitment, training, motivation, compensation, and talent management.
While these processes are largely carried out by human agents, there are new trends that have changed the way the HR field works. From technological solutions to the overwhelming need for personalization, our blog post this week dives into what developments HR managers can expect to see in the near future.
Continue reading for a closer look!
Automation refers to the tools and solutions used to transform traditionally manual activity into technology-driven processes, which save time, money, and effort. When it comes to HR automation and the trends we anticipate over the course of this year, bots are likely to be one of the biggest HR management trends.
Here, both software bots and chatbots will become popular and automate many standard tasks HR departments are responsible for.
Software bots show promise in undertaking basic processes like updating employee data and automating certain payroll processes. This, however, is just the start to what these bots can really do. As technology advances and the cost of automation reduces, it’s likely that automating more complex HR processes will become easy.
HR chatbots, on the other hand, are those that are being used to interact with job applicants and prospective employees. From providing basic information about the company to carrying out lengthy conversations, these chatbots are fairly functional, although voice capabilities are still limited.
HR management has typically been all about helping employees fit within the greater structure of an organization. From as early as the recruitment stage, HR managers generally look for ways to mold the employee to the needs of the company and not the other way around.
This, however, is changing.
Organizations have now realized that in order to retain happy and engaged employees, they need to personalize the company to match the attitudes and preferences of all employees.
This is exactly where psychometric assessments play a crucial role. By choosing the right employee surveys, HR managers can administer these at either the recruitment stage or at any time for existing employees, in order to determine their needs and wants. By doing so, it’s not just easier to keep employees satisfied and engaged, but also tailor their training to their unique skills and knowledge.
Additionally, this information can also be used to tailor the work experience, as a whole, to one that is conducive to various personality traits and employee profiles, starting from team building all the way to customized workspaces and incentives.
As trust in the government and the media declines, people now look to their employers to act in their best interests and act as corporate leaders, especially in the area of social responsibility.
With 9/10 of job seekers believing that it’s important to work for a company that embraces transparency, employers are now compelled to act ethically in order to reduce their turnover and maintain a motivated workforce. Eliminating bias and all other kinds of discrimination is important, in this process, as is providing employees with the ability to voice their opinions and provide feedback to company leaders.
As per a fairly recent Ernst & Young survey, less than half of all global respondents had a ‘great deal of trust’ in their current employers. In light of this, HR management in 2019 needs to focus on maintaining trust and transparency in the workplace.
Given the trends highlighted above, it’s clear that HR management will need to change in order to meet the complex needs and demands of job applicants and employees. In this process, leveraging the latest tools and HR technologies will not just become a practice followed by big organizations, but an essential and integral part of HR management across the US.
By staying ahead of these trends and meeting these needs in a strategic manner, organizations will soon be able to change the incoming tide of high turnover rates, dissatisfied employees, and poor employee output.
