In this article, we identify the following focus areas to determine the future of HR. Recruitment/talent management, performance management, learning & development, employee records, and human resource information systems (HRIS).
Recruitment still revolves around executing core tasks like, staffing needs, sourcing, screening, interviewing, candidate background checks, and job offers. Recruiters/talent managers will be expected to bring more business strategy by designing and executing a hiring plan, and strategic problem solving. In this more strategic role, Recruiters will be the ones determining when they need a new hire rather than the other way around. More recruitment systems will be adopted to simplify the hiring process right from hiring the right candidates, tracking recruitment activities, quality of hire, sourcing channel effectiveness, managing the talent pool, strengthening collaboration and saving time. Better tools and tech will be key to boosting the recruiting team’s performance for example, video interviewing is one of the most effective recruitment tools that have been adopted to boost remote interviewing such as; zoom, Skype, hangouts, meet among others.
Businesses will need recruiters more, to engage passive candidates overloaded by offers; to analyze talent data and advise team leaders, to tease out long-term business results and forecast future hiring needs and to master new technologies.
Remote employee engagement is a metric to understand the success of your overall employee performance management strategy by building an ongoing process of goal setting, evaluation, feedback, coaching and mentoring.
More software solutions will integrate all the HR technology tools that companies need to develop and advance their employees by checking-in continually throughout the year. Look for continuous employee performance management solutions that incorporate objective setting and management, feedback surveys (180, 360 feedback), 1-on-1 meetings, quarterly and annual reviews.
Performance management software will make it easier for managers and employees to collaboratively map out career objectives, and to provide the coaching and mentoring to employees.
Learning and Development (Training Systems)
Workplace training systems continue to evolve with digitization. In most organizations, employee training design has more of a top-down approach, where employers decide what employees should learn rather than catering to what and how they want to learn. some organizations have tried to solve this by building access to learning material on internet (e-learning), social media, Google classroom, Google library and LinkedIn among others, these sort of learning options only cover self-development. What gets left out is functional knowledge or product/process learning, which needs to be put out as structured learning. We are still looking forward for systems that will cater for functional knowledge or product/process learning.
Learning and development programs must stay abreast of the newest approaches, training modules, and methodologies in learning.
Electronic filing system (e-records) will be the in thing offering greater convenience and efficiency. The e-records must be accessible and readable for employees or auditors and must be in such a way not to delay retrieval of such documents. HR departments must ensure that the electronic records are in a format that they cannot be altered and must be kept in their original state and also ensure privacy rights. Some organizations have already adopted the e-records system.
However, we cannot ditch the hard copy paper filing drawer system. This still will still co exist with the e-record system.
HR information systems (HRIS)
A number of HR information systems have emerged with technology. HR information systems allow activities and processes to occur electronically, many organizations have adopted to use of HRIS to run their HR departments with the HR practitioners taking lead. These systems operate with HR processes which include; performance appraisal, leave management, time and attendance, recruitment/application tracking, e-records, personal data administration, benefits and compensation, employee relations, payroll, resource management, resource allocation, learning & development among others. These information systems will continue to enable and support the remote HR department and outsourced HR services.
The typical future HR department
Managing a remote workforce
Technology will drive the HR department
HR departments will downsize and outsourcing will be the norm
HR will increasingly utilize analytics and big data for decision making
It is important for HR practitioners to keep learning and networking so as to stay up to date with new trends. Once organizations choose and invest in the right information systems or software, they will remain flexible and relevant throughout the changing world dynamics.
By Lorna Nankya –
Human Resource Associate