Is it going to be the age of HR bots? Will our amiable folks be replaced by statistical softwares? Well, no!
If you think that technology will replace HR, you are wrong! In the coming years, technology will become inseparable from HR and will strengthen it in many ways. Here’s what the future beholds for the HRs:
Less transactional burden: With the rise of self-service softwares, employees would be able to do a lot of their transactional operations like leave, attendance, data management etc. on their own. In the coming years organizations would either run these tools to automate basic activities or would outsource them to a HR specialty agencies or companies that can run these systems effectively to handle the daily grind.
The rise of Strategic HR: Going by the prediction that a report released by SHRM in 2002 made, the HR departments would rise as a strategic business partner and HR functions would run in complete sync with organizational goals. In the next few years, HR would have to have a clear understanding of the business goals and make their plans accordingly. They will have to start using a more analytics, a metric driven approach to measure the performance of these plans.
Say Hi to Big Data: So big data is not just for the CTOs anymore. Analytics and data metrics would soon become a KRA for HRs also. From analyzing performance, predicting attrition rate to tracking budgets, HR would need to get analytics savvy.
Bye Bye HR Generalists: With transactional operations going out of the kitty, we will see rise of more HR Specialists. Whether it is talent management, recruitment, training or payroll, there would be specialized HR for all functions. Also, since most organizations operate in different geographies and time zones, they would need specialized people who understand the local laws and can handle multi-cultural employee set effectively.
The “Salesy” HR: With intense competition for recruitment and a tech savvy generation, HR would have to learn to “sell” their organization more effectively. This goes beyond writing engaging job descriptions and reviews on hiring sites. They will have to understand the nerve of people they want to hire and reach out to them in different ways. It is going to be a mix of marketing and sales within the HR function.
So what do you do now? Prepare for the future. Up your ante on technology, get used to analytics and metrics and start thinking about how your HR function would help your organization meet its business goals. The sooner you get ahead of the cure, the better!