Monday, 24 December 2018

Will HR Exist In 2050?

There have been reports that the HR industry is now on a downward spiral and may not actually be in existence, however, some say that HR will certainly still be around in 30 years’ time but will be managed in a completely different way to what we know of today. This is certainly an interesting topic to be researched into and a few predictions have already been made as to what may be expected. So, what predictions have been made so far?Will HR Exist In 2050?

Technological increase
Many experts presume that the increase in technology could have a negative impact on the position of the employee, but some experts believe this is set to be the opposite.

Some have gone on to say that technological improvements mean that employees will be able to complete tasks at a quicker pace and organisations will benefit as a result of greater results.

Technology and robotics will take care of the crucial work, while employees may then be expected to analyse, decode and filter the data. These types of skills will become essential for working in the industry.

The progression of technology is likely to see an increase in automation, which will of course
cut a great deal of time out of monotonous tasks within the working day.

Automation could have an impact on physical labour positions and repetitive tasks. IT within HR will become a critical factor for the running of organisations, in terms of greater use of
social media, cloud computing and data management.

Downsizing and increase in outsourcing
While technology may be given the upper hand in terms of the way the industry is set to move forward, there will still be the need for human involvement – just on a far smaller scale.

It is predicted that HR departments will significantly reduce, meaning those still in operation will be highly specialist and employee participation will be crucial to these new developments. Professionals will use technology to their advantage; for example, by inputting data into their own self-service machines.

Human capital management
One of the current trends in the HR industry is the use of a human capital management software system, which takes care of a selection of tasks including the likes of employee sign-in, finances and even the recruitment and onboarding process of new employees.

This software is a useful method for companies who don’t need to hire employees to carry
out these easy tasks to achieve a more streamlinedprocess. It’s likely that by 2050, software will have even more control in the management of employees.

Artificial Intelligence
Artificial intelligence is likely to be used as a tool to understand and manage the behaviours of employees. When in the workplace, employees may be able to achieve greater learning opportunities, aswell as being able to monitor personal progress to ensure their work is up to speed and obtain the correct support.

It is also likely to be used within the recruitment process of HR. Companies will be pleased to learn that this type of intelligence should match the correct employees to the advertised job role, which should achieve higher success rates in terms of efficiency and profitability.

Improving employee experience
One of the main developments within the sector in the coming decades would be improvements of overall employee experience. Instead of focusing on the very basic needs of employees, it will instead be aiming to give workers the best experience possible.

Organisations will be aiming to create a far more cultured work environment and of course, far more inviting atmosphere, meaning employees have a higher chance of looking forward to coming to work, rather than just to earn an income.

Development across other industries
Those who work in the HR department are likely to move into a large number of other sectors and industries, where their expert knowledge and experience could in fact allow them to make crucial decisions to make sure specific needs are met.

In the decades to come, company executives will be likely to have worked within the HR industry at some stage of their career and will be able to spread their expertise into a range of other departments.

A focus on the specialist
Some experts believe that entry level positions in HR be at risk and a significant number of generalised positions will be outsourced. In the long-term future, it is predicted that those who are working in the industry will need to be experts in the field.

There has always been that long-winded debate about whether it’s better to be a generalist who find it easier to switch their careers, or a specialist who has the skills to perform one particular role.

Experts claim that in the coming decades, there will be a heavy emphasis on the specialist within the HR industry. This is due to the fact that the job roles are becoming even more challenging, aswell as having to adhere to the ever-changing rules and regulations within employment law.

It’s easy to see that HR should still be in existence by 2050, but over a gradual period of time, we are likely to see dramatic changes as to the way the industry is managed. Trends are likely to alter from what is seen in the industry today and organisations will need to adapt accordingly for the best interests of employees to ensure the future of HR is secure.

James Craigmillar writes for Inspiring Interns and Graduates, the UK’s leading graduate recruitment agency.

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