To the everyday employee, the department of human resources seems a vague and unnecessary aspect of company protocol. Many see the department as a drain on company funds and a definitive example of grossly misplaced time and effort. However, human resource managers, CEO’s and company owners nationwide would vehemently disagree. As human resources innovator Ken Robinson says “Human resources are like natural resources; they’re often buried deep. You have to go looking for them, they’re not just lying around on the surface. You have to create the circumstances where they show themselves.”
In a world where anything and everything are subject to change and improvement, the human resources department is no exception. So how does the business world acclimatize to the inevitable development of the human resources department? How do employers ensure that the new generation of employees are treated amicably in this new HR sphere? Well, unfortunately, there is no “quick-fix” type answer, but rather a willingness and a capability to adapt to forthcoming human resources innovation. Employers can prepare for the inevitable by being aware of the following critical changes
Invariably, in our great country, not only is software changing our domestic lives, it is now changing how HR functions. Some might see the tide of incoming advancement as a cause for concern for the common employee when in fact the antithesis is true. With the onset of improved technology, people who are working in economically “unnecessary” jobs will be ousted by competitive technology. This benefits not only the average American consumer but the country as a whole.
If Industry analyst Brian Sommer is to be believed, there is an impending variation to smaller HR departments with an influx of technological advancements. Furthermore, Sommer states that everyday employees will engage far more with their HR counterparts. As he claims, “Many businesses are going to get a lot of capability done by better technology, more self-service and the employee doing a lot on their own.” For example, employers will put an emphasis on employees inputting their own data into self-service systems, which benefits the company as a whole.
An example of this type of software taking over, is the inevitable outsourcing of transaction oriented jobs, a practice that will begin sooner rather than later according to Janice Presser, CEO of The Gabriel Institute in an interview with the new talent times in 2013. Dr. Gabriel goes so far as to say, “Entry-level HR jobs, as they currently exist, will all but disappear as transactional tasks are consigned to outsourced services.” A knowledge and acceptance of this eventuality will help businesses and HR managers nationwide prepare for an impending change in the workplace.
Smaller HR departments
This should be well known amongst the modern employer. The modern bureaucracy that stains the HR departments modern ongoings will be eradicated in the coming decade. In fact, the trend toward smaller, more strategy-focused HR departments was predicted nearly 13 years ago in SHRM’s 2002 report, The Future of the HR Profession.
In fact, in 2006, a study conducted by Gary Rubin showed that the current generation of HR workers are predominantly over the age of 55. Rubin in his report argues that the resulting, inevitable retirement will not be replaced by staff, but by the aforementioned technology. Rubin surmises that approximately “30% of employees may retire over the next [four] years” Despite the fact that “Only 11% of companies have implemented specific changes” to combat this. These are truly startling statistics for the modern employer. The figures show a perennial disinterest in adapting to the changing business terrains. The fact that the old generation of baby boomers are approaching retirement should signal twp warning signs to HR managers worldwide. 1) The generation of incoming millennials are on their way 2) Human resources will have to change to succeed in the new employment landscape.
Increased Importance of Data
The modern working environment is characterized by data. Predictions of sales, quarterly reviews, and demographic targets statistics have all become the norm for the everyday businessman. Departments such as marketing, sales, and even customer service have reacted to the statistical revolution. It is an inevitability that HR specialists and professionals will need to follow suit. By embracing analytics and statistics, the human resources managers and employees can become strategic leaders in their companies. Gyutae Park, head of Human Resources at Money Crashers Personal Finance, predicts that:
In the coming decade, it is an inevitability that the career trajectory of all HR professionals will be determined more so than ever by the analysis of data, statistics, and metrics. Although HR already uses metrics to a degree; such as turnover ratios and employee engagement levels, it is important for employers to get ahead of the curve and initiate new metrics tracked and used in HR, such as the average timeframe for staff to be ready for promotion, or percentage of top candidates to be hired within the organization.
New hires will undoubtedly be needed in the HR department to accommodate the increased use of analytics. As Dr. Presser explains, “The current trends in big data will provide new ways for HR to prove its value, so we can expect HR departments to want to add people who can analyze and make projections using these tools, and people who can drive positive change using the information derived from the analysis.” As such, despite the influx of technology, both the job security and job importance of HR will continue to be critical to the success of a sustainable business.
The HR department is crucial for organizations that are managing employees at a large scale. Workforce Management Software and systems are necessary to help Human Resources monitor and manage employee and employment activity. Mitrefinch understands the HR department and the important role it plays in any business. Their solutions are used in many HR departments across America, keeping track of time and attendance and managing the modern day workforce.