7 Human Resources Trends That Will Define the Future of HR

What will human resources be like by the end of this decade? It is difficult to tell. Indeed, the future of HR will share many of the same qualities and functions of the last decade: adapting to change landscapes, embracing the latest technological innovations, and considering the evolution of the worker. You could make the case that HR does a better job of listening to the public than other industries.

Gazing into our crystal ball, what will the HR industry be like by the time we ring in 2030? Here are seven revolutionary human resources trends that will define the future of HR:

Trend #1: Future hiring will be streamlined by HR technology.

Right now, technology is playing an important role in human resources. There is already HR software available with many features, from the employee relationship management to recruiting workers. But technology will be integral to the overall hiring process. How? A chatbot can answer questions relating to the position, while data analytics can assess the person’s skills and attributes relevant to the job.

Here are just a few of the tactics HR managers will employ:

  • Big data
  • Data analytics
  • Cloud-based applications
  • Project management systems
  • Chatbots
  • Machine learning
  • Artificial intelligence

For the future of HR, don’t be amazed if humanoids will interview you for the employment opportunity!

Trend #2: Employee culture is becoming more important in human resources.

For years, hiring managers have asked the question, “Will this candidate be suitable for the position?” Because the job market and the state of employment has evolved, this question may no longer be relevant. Instead, HR departments will pose a different question, “Will this applicant fit in the culture?”

Many startups and relatively newer businesses are concentrating on the so-called corporate culture. No longer are entrepreneurs and business owners focusing on creating a Dilbert-esque environment. In the future of HR, they want to build up an office atmosphere of rewarding dedication, understanding work-life balances, and maintaining an open-door policy.

Put simply, if you are a reserved introvert who likes to work independently but the firm possesses, for instance, an open space workplace, then the hiring professional will take this into account.

Trend #3: Different types of benefits packages are being offered.

The typical benefits package has consisted of dental and vision insurance, 401(k), perhaps some stock options, and an obligatory gold watch upon retirement. However, with the new generation of workers, the modern employee’s priorities are different. It is up to the HR department to think about marketing an entirely new benefits package to candidates.

Here are what the benefits will look like in the future of HR.

  • Pet insurance
  • Child care
  • Mental health vacations
  • Fertility assistance
  • Gender reassignment surgery

This may be completely different from what was the norm just 20 years ago – health care, paid leave, and 1.3% annual raise – but how else will you attract today and tomorrow’s best and brightest?

Trend #4: The Human Resources Specialist role will be more prominent in the future.

Every generation, employers change their minds on what they want, from the general practitioner to a specialist – and vice versa. In the future of HR, it looks like this coming decade will be all about the specialist.

Since most people can do a lot of things well, companies will want someone who is the gold standard in a particular field. For instance, a lot of people are good at social media, but businesses may want to hire a professional who is at the top of his field in social media management and marketing.

Trend #5: Remote management is the new norm in human resources.

Workers are doing their tasks on the go – at the library, at a coffee, or on the sofa in the living room. This is becoming more common today, but it will be the new norm tomorrow. As a result, HR managers, as well as other kinds of managers, will need to be experts in remote management.

It might seem elementary on the surface, but once you start managing remotely, it is a new ballgame. The main thing is trying to reach employees who might be away from their desk and unable to answer a question about a project – you then need to wait until they return, which might not be for a while if they are unreliable workers.

It will take a lot of training and adaptation to manage online effectively.

Trend #6: Social recruitment will occur more often in the future of HR.

Who knew Facebook, Twitter, and Instagram would be imperative to hiring employees? Well, it is gradually being incorporated into hiring strategies around the world. Generally, this is when you create social media accounts specifically to tap into professionals who would be suitable for a job.

Right now, the basic steps are:

  • Encourage employees to share posts on social media.
  • Share office photos on Instagram.
  • Use Facebook Insights to study your overall audience.
  • Browse through LinkedIn to locate potential hires.

Social recruiting will likely become a lot more intricate and thorough than what we do today. It will likely consist of greater niche social platforms, Google incorporating social into general search engines (John Smith’s tweets will show up in the SERPs), and new social sharing tools.

Trend #7: Human resources will aim to become simpler.

Finally, the biggest change in the human resource sector is simplicity. The future of the HR sector should look like this: Accomplishing a goal by traveling down the simplest path. Indeed, this is not always possible, but this should the objective of any HR professionals.

And you know what? This concept will be prevalent and doable in the future. All you need to ask is: “Do these assessment criteria still make sense?” or “Does this hiring strategy still fit the overall corporate culture?” Once you ask questions like these, you can easily reach your final destination.

The 21st-century roaring ‘20s will certainly be an interesting time for the entire world to experience. From the technologies that will inevitably be developed to the cultural changes that will happen before our eyes, it will be a remarkable time to be alive. Human resources will have a hard time trying to incorporate these global evolutions, but the professional will certainly do their best. The result? Success!