3 Ways How HR is Changing Soon

By Ferry Hoes
5 min. read

July 29th 2021
#humanrecources

Human Resources is one of the key expertise an organization can have. When I think about the HR department - also speaking from experience - it takes care of talent acquisition, development, and in many cases very strategic projects. Human Resources has an increasingly important impact and the brand equity and growth of organizations and it’s not without reason I foresee some major changes that HR is going to deal with soon.

1. Increasing diversity

It’s a hot topic (and rightly so) within organizations big and small. Increasing diversity and equality is actually one of the SDG’s so it should be a top priority for every HR department and professional. There are many initiatives already, with and without the help of technology. Organizations and companies that fall behind in increasing diversity will lose their competitive advantage. 

Human Resources can truly play a major part in achieving more diversity and hence building stronger teams. From optimizing recruitment and finding new hires to develop talents throughout their career, HR should be in charge and steer the vessel. Diversity doesn’t mean just hiring people with another background than you usually would. Increasing diversity - and with that boosting equality - has to do with finding the right people regardless of their background, looks, or preferences. Attracting people just for the sake of diversifying with both disappoint the company as well as the employee. It’s up to HR and Recruitment to find great matches whilst being unbiased.

2. Humans & Technology hybrid teams

Automation has been a thriving force in the work field for a couple of decades now. Every year we have better tools, faster processes, and new features. However, the upcoming forms of technology - such as Artificial Intelligence - demand a whole new approach. Before, automation was usually in the form of software that would help people to their work more efficiently or maybe store more data about a client or product. With A.I. coming our way, we are talking about a form of intelligence that goes beyond a simple piece of software.

It will be important for everyone in HR to understand the potential impact of Artificial Intelligence in their teams. One of the main challenges will be to create teams that have technology and humans both in the right spot. With that, I mean humans not acting like robots and machines not trying to take over human jobs they’re not suited for. Everyone in HR needs to fully understand where technology can be an asset to a team, how it impacts the people working in - and with - those teams, and what role those humans should take to keep adding value. We’ve made a simple comparison between robots (any type of automation) and humans:

Keeping this in the back of your mind will already tell you the potential changes in your organization in the coming years. If you have people working jobs that robots are supposed to be better at, you might want to have a look at both their roles. It might be that putting a machine in place will help the human employee to be more successful, happy, or ultimately both. And happy teams mean happy customers, which will help the organization grow.

3. Project based instead of 20+ years

Many young people entering the job market or moving to their second or third role have different ambitions than previous generations had. It used to be a goal to reach special milestones like 12,5 years, 25 years, and even more at the same company. We see less and less of that. The market is already putting signals out there that young people are starting to prefer working on projects to coming in full-time on a permanent contract. They want to quickly build experience, refresh their views and expand their network. This means coming in somewhere, working hard for 2–3 years, and then moving on. The pandemic has also driven people out of the offices for over a year, working from home and experiencing a different form of freedom. 

For Human Resources, this means being open to more forms of collaborating than just hiring for a specific role. In my personal view, HR professionals have a special ability to understand company culture, human behavior, and business strategies. They need to combine those skills to find the right people and create teams that steer towards growth. Now, more than ever is finding and keeping the right people is a challenge. There are more job openings than talent available and that talent is bored quickly and needs constant challenges. Working with flexible teams and providing clear paths for talent development will be essential for nurturing talented people. Also working with freelancers - which is a popular thing to become among young professionals - could be a great option for solving certain challenges and filling gaps for a foreseeable amount of time.

The change isn’t coming, it’s already here

Everything I mentioned above is already happening. The focus on diversity is enormous and counts as a competitive advantage (as a McKinsey study shows, diverse teams outperform their non-diverse peers by 35%). Artificial Intelligence is already around is and is almost guaranteed to become a thriving force in the workplace. I would at least recommend getting a basic understanding of what it is and does, so you’ll be prepared once you need to deal with it. And lastly, young talented professionals know their worth and understand their market. They need constant challenges and learning opportunities. If you invest in their growth, they’ll invest back. But Millennials and GenZ aren’t going to invest 25 years of their lives, certainly not without enormous upside.

Do you know someone who should read this? Share it!

3 Ways How HR is Changing Soon

By Ferry Hoes
5 min. read

July 29th 2021
#humanresources

Human Resources is one of the key expertise an organization can have. When I think about the HR department - also speaking from experience - it takes care of talent acquisition, development, and in many cases very strategic projects. Human Resources has an increasingly important impact and the brand equity and growth of organizations and it’s not without reason I foresee some major changes that HR is going to deal with soon.

1. Increasing diversity

It’s a hot topic (and rightly so) within organizations big and small. Increasing diversity and equality is actually one of the SDG’s so it should be a top priority for every HR department and professional. There are many initiatives already, with and without the help of technology. Organizations and companies that fall behind in increasing diversity will lose their competitive advantage. 

Human Resources can truly play a major part in achieving more diversity and hence building stronger teams. From optimizing recruitment and finding new hires to develop talents throughout their career, HR should be in charge and steer the vessel. Diversity doesn’t mean just hiring people with another background than you usually would. Increasing diversity - and with that boosting equality - has to do with finding the right people regardless of their background, looks, or preferences. Attracting people just for the sake of diversifying with both disappoint the company as well as the employee. It’s up to HR and Recruitment to find great matches whilst being unbiased.

2. Humans & Technology hybrid teams

Automation has been a thriving force in the work field for a couple of decades now. Every year we have better tools, faster processes, and new features. However, the upcoming forms of technology - such as Artificial Intelligence - demand a whole new approach. Before, automation was usually in the form of software that would help people to their work more efficiently or maybe store more data about a client or product. With A.I. coming our way, we are talking about a form of intelligence that goes beyond a simple piece of software.

It will be important for everyone in HR to understand the potential impact of Artificial Intelligence in their teams. One of the main challenges will be to create teams that have technology and humans both in the right spot. With that, I mean humans not acting like robots and machines not trying to take over human jobs they’re not suited for. Everyone in HR needs to fully understand where technology can be an asset to a team, how it impacts the people working in - and with - those teams, and what role those humans should take to keep adding value. We’ve made a simple comparison between robots (any type of automation) and humans:

Keeping this in the back of your mind will already tell you the potential changes in your organization in the coming years. If you have people working jobs that robots are supposed to be better at, you might want to have a look at both their roles. It might be that putting a machine in place will help the human employee to be more successful, happy, or ultimately both. And happy teams mean happy customers, which will help the organization grow.

3. Project based instead of 20+ years

Many young people entering the job market or moving to their second or third role have different ambitions than previous generations had. It used to be a goal to reach special milestones like 12,5 years, 25 years, and even more at the same company. We see less and less of that. The market is already putting signals out there that young people are starting to prefer working on projects to coming in full-time on a permanent contract. They want to quickly build experience, refresh their views and expand their network. This means coming in somewhere, working hard for 2–3 years, and then moving on. The pandemic has also driven people out of the offices for over a year, working from home and experiencing a different form of freedom. 

For Human Resources, this means being open to more forms of collaborating than just hiring for a specific role. In my personal view, HR professionals have a special ability to understand company culture, human behavior, and business strategies. They need to combine those skills to find the right people and create teams that steer towards growth. Now, more than ever is finding and keeping the right people is a challenge. There are more job openings than talent available and that talent is bored quickly and needs constant challenges. Working with flexible teams and providing clear paths for talent development will be essential for nurturing talented people. Also working with freelancers - which is a popular thing to become among young professionals - could be a great option for solving certain challenges and filling gaps for a foreseeable amount of time.

The change isn’t coming, it’s already here

Everything I mentioned above is already happening. The focus on diversity is enormous and counts as a competitive advantage (as a McKinsey study shows, diverse teams outperform their non-diverse peers by 35%). Artificial Intelligence is already around is and is almost guaranteed to become a thriving force in the workplace. I would at least recommend getting a basic understanding of what it is and does, so you’ll be prepared once you need to deal with it. And lastly, young talented professionals know their worth and understand their market. They need constant challenges and learning opportunities. If you invest in their growth, they’ll invest back. But Millennials and GenZ aren’t going to invest 25 years of their lives, certainly not without enormous upside.

Do you know someone who should read this? Share it!