New Trends in HR in 2020

Whatever the year, and whatever the circumstances, the basic focus of HR remains on hiring the best and keeping the best. Trends in how to do that may alter on the back of technology and the state of national economies globally – but what remains steadfast is the forging of relationships between management and staff, and the nature of endeavour and reward.

As jobs change in the face of ever-growing technology, so will Human Resources have to change; not only getting to grips with the shifting seas of employment, but also devising strategies that will attract people with the necessary qualifications to handle jobs as they morph into new roles. Daily, HR will become more involved in the business decision-making process, because finding and keeping good personnel will mean everything to business progress.

New emphasis as 2020 rolls out

  • Employer branding is going to play a greater role in how candidates perceive a possible employer, and therefore keeping up with employee needs and wellbeing is going to be a key function in maintaining image and reputation.
  • Technology is going to drive changes in 2020 – and in fact is already motivating those changes. Data analytics is going to help HR managers suss out the best, better deploy personnel, and iron out hitches before they develop into serious problems.
  • Bias is going to be conquered by simple equations that will honestly and transparently undertake evaluations and decisions.
  • HR managers are going to become an influential mix of marketer, technologist, business analyst and strategist! Embracing the power of data, HR will be equipped to: more ably assess the best possible candidate; apply accurate analysis to complex information; and make more successful strategic decisions with regard to how human resources can support the advance of the business.
  • The rise of robots and artificial intelligence will mean pools of talent will shift. Where once there was a surplus of people available, there may now only be a few with the combination of talent and experience to fill a role. It means HR is going to have to look further afield for applicants and advertise the company as an employer more creatively.
  • Criteria will change accordingly – and in some instances you might be looking for an engineer who has excellent training skills, or an accountant who has strong communication skills, etc. Skills such as adaptability, patience, organisational and leadership abilities will play as important a role as technical know-how.
  • One of the big changes coming is that of remote working and/or flexible working hours. Teams will be selected to work across distance, even in different countries. Young workers just coming into the market in 2020 will expect no less, and HR will need to be flexible and ready to engage in international search for global teams that can interact seamlessly and productively.
  • This will be the year that will see greater input in employee wellbeing from managers, and greater buy-in by employees through more focused contribution and team spirit. Long term retention can begin with something as simple as the onboarding experience; make it special, ensure that from day one the employee is valued.
  • “Tending” is the new form of engagement, as opposed to managing talent. It emphasizes intentional relationship building that increases a sense of community and wellbeing, and diminishes the feeling that workers are just treated like machines.
  • Secure digital development platforms will be the flavour of the year, and will measure, track, respond and personalise in secure, pinpoint evaluation procedures.
  • Physical workspaces stand to be improved: ease of use, access and movement; cubicles versus open-plan; co-working space versus individual places of work; pet-friendly environments; day care facilities within the building for young mums and dads.
  • Social media will be more utilised by HR to connect with staff as an internal and immediate communication tool. Communicating with transparency and in real time will encourage swift response, and issues and information will be handled directly and in double quick time. Employees will be able to ask questions immediately and receive quick response, which is both reaffirming and motivating for employees.
  • Many companies will implement gaming techniques in 2020 to reinforce their communication plans. Atrivity for instance, allows the communication of corporate topics through a system of easy game dynamics, which assists employees with quick comprehension of information.
  • Big Data will continue to work effectively for HR in 2020, a global trend that can be applied in any sector. There is no doubt that digital transformation will continue as a crucial element to future talent management and retention.

Working through your business to identify problems and opportunities, while determining whether HR is truly contributing a return on investment, is now an essential practice going forward. Using employee data touchpoints throughout the employee value chain from onboarding to retiring, plus the services of a good HR Analytics advisory team, you can design a customised model for your company using the precision of technology and objective data.

The new value of Human Resources

At the HR Analytics Institute we believe there is a smarter way to get the best out of your staff and improve your business. Not only do we clearly see the potential to improve business through better relationships, but we are passionate about training HR practitioners to understand the value of their interface role between staff and management. Our practical courses will enable you to play a far greater role in strategic decision-making within the business as a whole.

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