Like many other sectors, HR has undergone a transforming the market revolution in recent years, bringing with it more force discussions about the HR of the future that so many experts and companies talk about.
If the Human Resources department was until recently seen as an area that “deals with labor”, today the sector is seen as being in charge of “people and culture”. This is what the Sage study says about what HR will be like in 2024 .
It is also impossible to ignore the technological transformation, which has made the sector naturally more strategic for business. The focus on impacting the employee experience and keeping them productive and satisfied has brought results from both an innovation and financial point of view.
In this article, we will talk about HR before and after, and the main trends for the coming years. Some of these trends are already in the implementation phase, but are not yet fully established.
The evolution of HR: how has technology impacted the area?
It’s no secret that Digital Transformation has changed the way competitive recent mobile phone number data teams work globally. This change has not gone unnoticed within HR.
The use of technology in the Human Resources area has gone through several phases. Understand each of them:
- The historical context before the 1990s was one of basic labor achievements that we know today, but which at the time were very important for workers.
- Because of this, in HR 1.0 and 2.0, the sector mostly operated manually, as the need was focused only on resolving employee documentation issues.
- Technology has advanced in HR 3.0, in a professional vision of the 1990s and 2000s. With the advent of the internet, the use of computers and electronic equipment became practically mandatory and modernization was imminent.
- In HR 4.0 , the use of technology went beyond the operational and became strategic. It was at this time, after 2010, that HR began to synchronize the company’s business strategy, technology and people management.
Technological trends shaping the future of HR
It is impossible to talk about trends without talking about the evolution of the technology market. Software is create every year to solve the pains and problems that companies face, as well as new and potentially revolutionary technologies, such as Artificial Intelligence (AI) .
In this scenario, we could not fail to list in detail some trends that are already in vogue and others that will grow in the near future . Digital transformation is a reality in all sectors of a company and HR is not left behind.
Automation of HR processes
Several areas have already had their routine transforme by process automation: Sales, which is a sector that is measure from end to end using tools; Logistics, through indicators that maintain the organization of 7 tips on how to improve your company’s operational efficiency complex processes; Finance, which requires meticulous control of cash and tasks involving money.
In this scenario, HR in recent years has undergone the same digital transformation, moving away from the manual and digitizing the entire routine .
Bureaucratic processes, such as admissions, vacations, contracts, reimbursements, invoices and many other documents, now use modern tools that facilitate execution and the flow of communication between those responsible, in addition to the ability to produce detaile reports in real time.
Therefore, process automation continues to be a trend in HR and should be implemente yesterday, after all, it is the first step towards making HR strategic and improving its performance in any organization.
Data-driven HR: data-oriented sector to manage talent
With the popularization of HR process automation, it is natural that the sector will become increasingly data-driven – in other words, guiding its actions through data analysis. With data in hand, professionals will have the power to measure HR indicators, creating comprehensive reports.
And how does this affect talent management?
Data analysis, when done correctly and base on People Analytics , is a powerful america email list tool for understanding the work environment, what is working, what is not , in addition to gathering information about diversity, organizational culture and performance evaluations.
It means having enough basis to analyze eNPS, turnover rate and team productivity, and thus create and align solutions and improvement actions, such as new recruitments, promotions, career plans, changes in benefits, among others.
Artificial intelligence and recruitment 4.0
AI, or Artificial Intelligence, is already a reality in every sense, and many companies already use it on a daily basis. For HR, its use brings new possibilities, whether facilitating the level of internal communication or in processes that involve several areas of the company, such as employee onboarding .
In recruitment, AI is present in the filtering of ideal resumes and profiles, which are according to the needs of R&S. This spees up and makes the process more accurate, for example.
Within HR, AI is not only associate with R&D, but also with process automation, as mentione in previous topics. When combine with no-code software, AI aims to further facilitate the creation and constant optimization of processes, affecting different areas of the company and HR itself.
Using software to integrate HR with other areas
We have already the to automate, analyze data and use current technology to help innovate HR. But none of this is possible without integrating HR with the business as a whole.
An HR department that is disconnect from other sectors means an absent HR department, without decision-making power, unable to meet departmental demands and fulfill the business strategy . This disconnection can be with software capable of automating and integrating workflows from different teams, also allowing these flows to connect to other technological tools already in use.
Generation Clash: The Future of Work
The difference in lifestyle and behavior between Generation Z, Millennials and Generation X has a direct impact on the job market, which will to adapt to new demands and specific issues of today.
According to research by business consultancy McKinsey & Company, facing the COVID-19 pandemic has drastically the mental health of people born between 1995 and 2003, part of the so-Generation Z.
This reality has made this group of people more about issues such as anxiety, burnout and depression. One in four survey respondents high levels of stress , almost double the level reporte by Generation X and Millennials.
Employee Experience as a focus to reduce turnover
One of the major responsibilities of HR today is to be part of the employee’s journey, engaging them with the company’s culture and business objectives. On the part of new talent, the need to feel more part of the team and have less stressful jobs with expectations of growth.