The Role of HR in Future

The future of HR is dynamic and has evolved over the years from Personnel to HRM to Strategic HR. We try to predict the future of HR, anticipate radical changes with the help of data. In the current scenario, companies are using data to identify, differentiate and innovate for a constant change in the HR world.

HR Analytics

The future of HR is dynamic and has evolved over the years from Personnel to HRM to Strategic HR. We try to predict the future of HR, anticipate radical changes with the help of data. In the current scenario, companies are using data to identify, differentiate and innovate for a constant change in the HR world.

The era of big data has already started and is growing exponentially based on variety, volume, veracity and velocity. So the future of HR will revolve around two aspects a) Analytics and b) Outsourcing.

HR Analytics: Present and future of HR is to embrace data by using Descriptive (What has happened i.e insight into the past data), Predictive (What could happen i.e understanding the future) and Prescriptive approach (What should we do? i.e advise on possible outcomes). The Complexity of Analysis is based on data and HR function maturity.  The advantage of big data is that, it has a variety of information and the challenge is how effectively to use it. If we use basic analytics with Data and HR functions on X-axis and Complexity on Y-axis; the data usage starts with Anecdotes, Dashboards, Benchmarking, Correlation, presently prediction and going towards optimisation and Prescription.

Outsourcing

Outsourcing: From analytics viewpoint, the outsourcing prediction may seem somewhat, well, predictable. We foresee employees will soon input their own data into the system i.e working hours, engaged activity, output, achievements etc. Hence the focus is on technology and smaller HR departments.

Future HR jobs would be outsourced to specialists or CoE than transactional task. Teamability® team said “Entry-level HR jobs that currently exist, will disappear as the transactional tasks will be outsourced.” Also, one of the most important prescriptive analysis is HR professionals will don hats of a business professional, who would not only focus on HR implication but also business objectives and strategies.

The challenge for HR is to educate themselves in analytics or become master in one HR function to take advantage. Many organisations have already started using HR analytics for workforce planning, using its capabilities in gender, other diversity metrics, and recruitment, by providing matching incentives.

Future of HR lies in analytics and outsourcing. Therefore, HR professionals should deep dive into the HR speciality by preparing self on data analysis and respect business strategy components, while implementing capability enhancement.

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