Keeping up with the evolution of the human resources industry will be the key to success in the next 5 years. New implementations, software, and regulations are projected to pop up in the next 5 years, and while for some 5 years seems like a long time, it’s essential to begin the planning and education process to stay ahead of the curve for your company. In this week’s blog, we are highlighting some of the movements to expect.

As we prepare for these changes, it’s essential to develop an HR strategic plan that will incorporate professional development and continue education to stay informed.

In this week’s blog, we will highlight 4 (four) Essential Emerging HR Trends.

HR & AI is a partnership.

It is projected that the use of AI will enter a more practical role in the industry for automation, data insights, performance management, and talent acquisition.

This will come as a benefit for many organizations looking to ease out of the administrative weeds, and schedule coordination.

However, the fact remains that a heart & head felt human being, that is skilled at interviewing and psychologically coaching candidates is essential.

Question: A client recently asked me… “How can you ensure that the candidate is a good cultural fit… We would rather a person that we can work alongside versus a person that thinks they know everything”

Answer: To ensure that candidates are a cultural fit or have emotional intelligence is all about communicating and asking key questions. These questions are not scripted but are human-centered focused.   

Data in Decision Making.

Data-driven decision making is important to HR professionals, and they will rely more on people’s analytics in identifying skill gaps, business performance, and measuring impact of HR initiatives.

Questions: Why is data important to the employee?

Answer: Analyzing data provides feedback that clarifies an employee’s goals and objectives. And assist with retention, identifying employee struggle points, and brings perspective to areas for professional development.  

Data analysis will also provide a clear understanding of program effectiveness, efficient processes, and engagement. Data is, and has been, an effective and positive way to gauge the above factors and continue to assist the organization and employee in success.

Skills First HR.

As previously discussed in our STEM updates blog, companies are gradually moving toward hiring focus on skills required to add to the team, rather than hiring for and from specific position titles. This will introduce a rise in prioritizing skill assessments and encourage HR reps and hiring managers to look at the organization as a whole when expanding teams rather than departmental focus.

Question: How do I keep my skills sharp?

Answer: There are many online tools out there.

We recommend: Campbell-HR — Lead360, a professional development series. You are assigned a Live not AI driven coach. Invest in yourself; no one else will.

Change Management & Employee Experience.

Change is inevitable and will continue in the short years to come. HR Departments will be essential and look to leading the organizations strategy to instill longevity in human capital and employment law knowledge.

Question: As an HR leader, what is a consistent message that should be branded across organizations?

Answer: Be Flexible! Flexibility will continue to be a priority for employees as organizations respond to technology, global markets, and ensuing profitability. Think more about what is right for the organization and what value do I bring as an employee.

Staying on top of trends as they shift will be key to building a successful organization and team. Keep up with Campbell.HR and we will be your trusted partner in navigating these changes.