It’s no secret that the year 2020 was one that changed the economy forever. But, it’s yet to be seen if it was for better or for worse. As a current or future Human Resource Manager, you need to keep an eye on the market for changing trends. It’s also crucial to be aware of any shifts in direction, and how your role in HR evolves.
Even right now, experts predict that the HR department isn’t about implementing policies and getting work out of the employees anymore. HR is all about advocating for the working class and making sure top-level managers are hearing what the workers have to say.
Not to mention how AI is taking the world by storm. Still, this is bound to have at least some influence on how HR is perceived in the corporate sector, and what its role is going to be. Keep reading if you want to find out more about this, and to brush up on your HR basics.
Almost every business process now can be automated with the help of business technology now. In their article about “15 Best Benefits Administration Software in 2021”, GoCo talks about it in the following words: “Every business process can be streamlined by automating it to save costs, make it more efficient, and quicker. … This is especially useful for small businesses that are looking to streamline their enrollment process and their core HR practices.”
Moving forward. Automated softwares like the one GoCo made to manage employee benefits are going to be an indispensable part of an HR executive’s arsenal. With the help of this software, you can control the temperature settings in the building, and monitor the work environment. Certain machine learning software can even predict any future issues the organization might face so HR can proactively prevent them.
Many of these softwares produce results that are so great, businesses have no choice but to start using them. Especially if they are focused on keeping up with their competition.
This was discussed briefly at the start of this article, but what exactly is the new role of HR going to be? Right alongside talks of how making the goal of most HR policies “employee satisfaction” is setting the bar too low. People have started speculating if HR’s powers are better used for representing the employees to their bosses. Especially when company policies are being shaped instead of the other way around. The days when CEOs turned to HR when they needed to get even more hours of work from the employees are far behind us.
All of this stems from how different your people’s approach to life and work is. A lot of people don’t want to work 9 to 5 jobs and have their whole lives revolve around work. Some people believe the current system is outdated! These working hours come from a time when only one partner earned and the other stayed at home for the kids. This is definitely is not the case anymore! There are even others who are calling for an end to capitalism altogether and the need for people to work for survival.
People now want their jobs to be fulfilling, but they don’t want their whole lives revolving around it either. As the Human Resource Manager in any organization, it will be your job to navigate and manage this shift in attitudes.
Even among these turbulent times, there are some basics in the field of HR that will forever stay the same.
Let’s talk about all these things in detail.
It comes as no surprise that the HR department in any organization is in charge of the recruitment and selection of its employees. From handling the interviews, sweeping through applications, and selecting suitable candidates, HR does it all.
Once an employee has been hired, HR will make sure that they’re kept up-to-date with any changing policies and industry trends. When an organization navigates any sort of change, like automating any processes, it’s HR’s job to make sure the employees know how to work with the new tech.
Many organizations often use a lot of tactics to make sure that the employees stay consistent in their performance. This can be done by rewarding high-performing employees or firing ones who are late too often.
In any case, how an organization does this – and maybe even improves performance – through time is HR’s call to make.
HR is also in charge of planning what candidate gets promoted, what candidate doesn’t, and even who is to be trained and taught to succeed the CEO when the current one retires.
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