Assignment task: In response to your peers, provide feedback about their initial post and your insights regarding the future trends that you (and your peers) believe will have the greatest impact on how work will be done. Also, provide insight regarding the behavioral competencies that will be needed to meet future goals and needs. Provide supportive examples.
Lisa Discussion:
When considering future trends in HR, several functional areas within the People Knowledge Domain are likely to experience significant changes. Talent acquisition and employee development are expected to be heavily impacted. As technology continues to evolve, particularly with the integration of artificial intelligence (AI) and automation, HR must focus on recruiting talent with new skill sets, especially in technology and data-driven roles (McKinsey & Company, 2021). Additionally, continuous learning and development will become crucial as employees need to adapt to rapidly shifting environments and new technologies. Organizations will need to prioritize upskilling and reskilling initiatives to stay competitive in this evolving landscape (Gartner, 2023).
In the Workplace Knowledge Domain, the functional areas of diversity, equity, and inclusion (DEI) and employee engagement will be most affected by future trends. As workforces become more global and remote, HR must implement strategies that support diverse and geographically dispersed teams, ensuring inclusion across various virtual platforms. Addressing the unique needs of a multi-generational workforce while expanding DEI initiatives to account for global cultural dynamics will be essential (McKinsey & Company, 2021). Additionally, the rise of remote and hybrid work challenges traditional engagement strategies, requiring HR to develop new, innovative methods to maintain employee connection and engagement (Gartner, 2023).
Within the Organization Knowledge Domain, change management and organizational culture will likely be the most affected by future trends. McKinsey's research underscores the evolving role of the Chief Human Resources Officer (CHRO) in managing organizational transformation, particularly as technological advancements and globalization continue to reshape workplaces (McKinsey & Company, 2021). HR leaders must foster an agile organizational culture that embraces change, supports innovation, and maintains employee well-being. This involves creating a resilient organizational structure capable of adapting quickly to market shifts, economic uncertainties, and the ever-changing nature of work (Gartner, 2023)
References:
Gartner. (2023). Top Five Priorities for HR Leaders in 2023. Retrieved from Gartner Insights on HR.
McKinsey & Company. (2021). Reimagining HR: Insights From People Leaders. Retrieved from McKinsey & Company HR Report.
Esmeralda Discussion:
With unemployment rates at a record low, turnover rates that keep escalating, HR will face challenges with recruiting, hiring and retaining the right mix of talent in what is becoming a very fluid workforce environment. Flexible work schedules and work/life integration initiatives that used to be considered great perks to have, are becoming the norm as the business environment becomes increasingly more global. As technology continues to evolve, employee expectations will continue to change, requiring more flexibility to allow employees to work alternative schedules and engage in work patterns that best support their personal lives. HR will have an even bigger role in engaging and motivating a very diverse, multicultural and multigenerational, fluid workforce by determining best practices for flexible work arrangements that support the organizations strategic goals, mission, vision and business model, whether that's the ability to work remotely or work during off hours. HR will also be required to help employees embrace flexible career paths, providing greater internal mobility, and develop policies and procedures that will offer employees enhanced flexibility, lead to even more work/life fluidity, less stress and higher productivity by driving initiatives that address and anticipate employee needs and that will help the organization successfully adapt to an ever-changing workplace (Harte, 2019).
The emergence of ever more innovative digital technologies, AI, etc. is also causing a paradigm shift in terms of alternative work arrangements and a greater shift to virtual workplaces/hiring remote employees, employees working flexible schedules, etc. And with potentially even more groundbreaking HR technology solutions emerging, we're likely to see another tech boom that will fundamentally reshape the way we work how we think about HR-meaning HR's role as an administrative function will continue to shift to HR being a strategic advantage for the organization as the department continues to be supported by technology that simplifies administrative tasks and frees up our time and resources to make a more strategic impact on the organization. This will impact the way HR professionals perform many people-centric and talent management functions including, recruiting candidates and retaining top talent, and training and development. This technological revolution will also result more data-driven, intelligent digital organizations and a need for more self-sufficient employees. This in turn will only increase the reliance on technological platforms that integrate several HR functions to free up valuable time and resources. Self-service platforms will most likely become the foundation of employee service centers, simplifying things such as employee training & development, reporting, and many other HR functions. As organizations are forced to modernize to adapt to this new business landscape to remain competitive, functions such as learning and development will more likely be more democratic, self-directed since this will most likely be what will appeal to younger generations which are quickly beginning to comprise the largest portion of the workforce. Technological evolutions will require that HR professionals rely more heavily on digital and AI, micro-learning platforms including virtual reality, augmented reality, experience platforms, modernized learning management systems, and AI-based systems for learning and training (Afolabi, 2018; Biro, 2018).
It has been a pleasure collaborating, learning with and from all of you over the past several weeks. I wish you all the best of luck.
References:
Afobali, R. (2018). Ten HR technology trends 2018. Net at Work.
Biro, M. M. (2018). 5 ways technology is changing HR. Talent Culture.
Harte, Z. (2019). The future is now: Three HR trends that will transform your organization in 2019. Forbes.