1.
The use of outsourcing and digital
data collection will result in the HR department migrating from a labor
intensive area to a specialized function where employee self-service will be
the result. Fewer managerial positions along with support
staff will be the end result. HR leaders
will need to do more with less staff; however, the approval to automate and
outsource as many functional areas will be encouraged and the anticipated trend.
2.
The expectation of HR playing a
broader role in the overall success of the company is on the horizon. During the “great recession” HR executives
stepped-up to the table and implemented the necessary changes so that companies
could survive. Their role in looking for
alternatives other than layoffs resulted in the C-suite understanding the important
role Human Resources plays in the execution of the strategic vision. Increased respect for the profession has
resulted in higher expectations for the future.
3.
The need for metrics that support the
vision of the Board and leaders of the company.
Metrics to evaluate performance, talent management, retention and
employee satisfaction and engagement will become a focus of company leaders as
they look to leverage their successes and minimize their business challenges. HR leaders will need to find new ways to evaluate
company and talent performance that is numbers driven with less subjectivity.
To learn about changes
to the Human Resource profession please go to the SHRM study following the link
below:
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