The world of work is changing rapidly and is set to change even further in the future. The evolution of human resources (HR), on the other hand, is showing no signs of slowing down.

With all these changes, HR must learn to change just as quickly to support the organization and properly serve employees. But what do HR departments need to know about their future? Here are some strategies to help make the transition.

 

How Should HR Prepare for the Future?

 

Out With the Old, In With the New

The above phrase means to “move forward.” It suggests that for one to move forward, old habits must be replaced with new, fresh ones. Like, the way you assess applicants, among others, must be altered.

If you’re still using the traditional form of assessment—paper-and-pencil tests—you’re getting left behind in a world of ever-changing technology. Why? Because this kind of test seems increasingly out of touch and will soon be wiped off.

More and more companies have turned to online assessments. This, after realizing that in an increasingly candidate-centric labor market, they need to hire from the candidate’s perspective. Exam candidates in this day and age prefer to work on a computer in a way they are familiar with, rather than using pen and paper.

None of us like to feel strained or stressed out. Online assessments support an easy to use interface for not only the test takers but also the conductors. In addition, the ability to generate immediate results is a sought after feature that saves both time and money.

What if I tell you a solution to your recruiting struggles is just a call or an email away? Will you believe me? Before you do, though, educate yourself first about what online assessments are and how it works.

 

Focus on People

Embracing technology doesn’t mean taking humans out of the equation. People, more often than not, have to be at the forefront when it comes to the priorities of an organization.

For too long, employee engagement and wellness have been viewed as the responsibility of the HR department, not an integral part of the business strategy. However, it is increasingly clear that unhealthy and unengaged employees are a drag on productivity, innovation, and the bottom line.

An announcement released by Gallup last year said that employee engagement in the US had ticked up to 34 percent, tying its highest level since the American analytics and advisory company began reporting the national figure in 2000.

And a recent study of the People Management Association of the Philippines, in partnership with Investing in Women and the Australian government, suggests employees work better at family-responsive workplaces.

The 21st-century workforce, Gallup added, expects to have a manager who coaches them based on their strengths—this growing awareness and action of many workplaces likely explain the gradual shift upward in the percentage of engaged workers.

With the war for talent heating up, HR managers need to give workers a reason to come to work for them.

 

Be Certified, Be In The Know

It’s 2019. What worked before might not work today. HR is something that keeps on changing with time and technology, the reason why people in such a field must also need to expand their knowledge for both traditional tasks and overall business strategy.

HR began in the 1930s–40s, and it focused on the administrative systems of work—managing the processes, managing the terms and conditions or work labor contracts. It then began to shift to a set of HR practices and a lot of focus was on staffing, training, and compensation. In the last eighteen years, they’ve been linked to strategies.

The next step in HR, according to Management Coach Dave Ulrich, is to go outside—not just look at strategy as a mirror, but as a window.

How? Start with taking certification programs and courses under People Dynamics, The Profiles Group’s training arm.

 

Conclusion

As company leadership adjusts their styles of management to better align with modern-day trends, human resources need to keep up.

Sometimes we need to choose to embrace new and unfamiliar things as progress cannot be maintained by using the same old mindset.

Comment down below your thoughts in relation to the future of HR.