Three HR Trends Likely To Impact Your Organization In The Coming Decade

from Forbes

We’ve entered a new decade in 2020, marking a full 100 years since the time of the Roaring Twenties. Ironically, many of the same aspects that characterize the 1920s, namely a new affinity for the modern and a break with tradition, are in full swing today in human resources departments across the country. New technologies are dynamically shifting HR’s role, function and overall impact in shaping organizations.

In fact, a recent report by KPMG found that 39% of “forward-looking and confident HR leaders are harnessing the resources and insights to redefine obsolete models and implement technologies.” Yet many leaders continue to struggle to adapt to the 2020 model of human resources. I’ve identified the three most pressing trends that I believe will impact HR leaders in this new decade.

More here.

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  1. This article was very interesting to me as my sister manages an HR department for a company called Flight Club, with that said I have discussed with her how new technology is changing Human Resources for the better. In this article Kathi Graham-Leviss highlights three major trends that will shape the future of HR, The first major trend is the use of HR analytics, HR analytics is basically a collection of data that tell you what the best option is based on real data collected over time instead of making decisions based on intuition, one thing the article makes clear is that HR analytics are not the thing as HR metrics, metrics are simply the numbers such as resignation rates, pay increases, promotion rates. Kathi Graham-Leviss says the best way of looking at it is “Metrics can uncover what is going on in the company, while HR analytics point to what to do about it based on good data and science.” The next trend which I feel may not become obsolete for at least another couple of decades is using “new realities” such as augmented reality and virtual reality, augmented reality is already a major part of job training for most jobs as new technology makes it easy to train new workers, augmented reality technology has almost been mastered and can be integrated into the workplace, on the other hand Virtual reality will have a huge impact in Human Resources but I feel virtual reality technology has not been completely mastered and isn’t ready for the workplace there is still major work to be done when it comes to comfort for the user with that said virtual reality can become the leading role in the future of HR. Finally the third trend is having new learning expectations for younger workers coming in such as Gen Z and millennials, most Gen z and millennials will leave there job because the lack or growth and learning opportunities with that said companies today need to have new expectations for its workers on how human recourses provide feedback and career advice. Overall I see these three trends becoming a huge part of human resources in the upcoming decade most people working in HR today will have to adapt to the use of analytics and new realities that in the long run will make there operation run a lot smoother, it crazy how HR is constantly changing yet the fundamentals stay the same. Some of these changes I feel may come quicker than others but most likely by the time I am looking for a job they will have already implicated the use of data analytics and augmented reality into Human Resources.

  2. This is an incredibly interesting article that gives insight on the future of HR in corporate workplaces. The author, Kathi Graham-Leviss, describes the current HR environment as “a new affinity for the modern and a break from tradition.” This is an obvious concept that we’ve watched progress since technology became prominent in corporate settings. Simply speaking, as technology became more user-friendly, work became easier and workers were more efficient. Graham-Leviss divided this new age of HR into three major trends: HR analytics, new realities, and new learning expectations. She discusses the importance of data and information in hiring new employees and retaining valuable ones. These “people-related decisions” are crucial for management as it gives them analysis of old data and trends. This gives them an understanding of how to keep their workers content and working as efficiently as possible. HR analytics are essential for managerial decision-making.

    Next, Graham-Leviss talks about specific technology that can be used for risk-free training of employees. These technologies are virtual reality and artificial intelligence. Both can be used to simulate real-life, workplace experiences for employees that can help them practice face-to-face meetings, sales pitches, or anything having to do with interacting with clients. This allows them to make mistakes during training, instead of making them in front of real people. Employees can then go back and go over their mistakes, getting them ready to do it for real.

    Finally, the most important trend in this article is the new expectations of learning and feedback. The article notes that millennials and Gen-Zers obviously make up a majority of people entering the workplace. As we have always had technology at our grasp, we expect fast-paced, sometimes instant feedback from superiors on our job performance. Companies are discovering that simply paying people in these cohorts more money won’t necessarily keep them around. People my age are demanding more growth, learning opportunities, professional development, etc. HR departments are now trying to figure out how to make these employees feel like they are serving a purpose everyday when they come into work and are making progress while they do it. All in all, these challenges HR departments will face in the near future are the result of technology-driven, fast-paced, workers that have new professional needs.

  3. In the article, the author had divided the new age of HR into three major trends: HR analytics, new realities, and new learning expectations. The author also discussed the new technology that can be used in the workplace for employees so it can help them work in a better way. Technology helped them to make mistakes during training, instead of making them in front of real people. Therefore, employees know their mistakes and they could go back and re-learned or redo it so they could be ready to go for real. However, they are trends every day that comes and goes, that why HR organization need to adapt to trends that which will help the improving the company.
    The First topic that the author had talked about was HR analytics that helps HR and business leaders to make people decisions could be based on objective data. That means that they collect data that helps you to make the best decision on a real data collection. Also, the article made it clear that HR analytics is not the same as HR metrics. HR metrics are simply numbers such as resignation rates, pay increases, promotion rates. The author described as the best way of looking at it is “Metrics can uncover what is going on in the company, while HR analytics point to what to do about it based on good data and science.” The second topic was new realities is such as reality and virtual reality. The reality has been always in the last couple of years in job pieces of training for most jobs, technology help companies to train their new employees. However, the virtual reality was designed to provide powerful learning experiences that produce changes in cognition and performance that apply to the real working environment. Also, it helped people to make the wrong decision and evaluate what to do next time. However, virtual reality is not developed in our workplaces. The third topic was the new learning expectations as the author mentioned that “ 58% of millennials said they plan to change jobs because they wanted more learning and growth opportunities.” Younger people want to grow and learn more every day that way they like to change jobs so they could have the opportunity to have a new experience and learn. HR needs to try to make them employees feel that they learn and grow in their workplace every day, and if they cannot do that they will lose them.

  4. At the rate that society is evolving in this current internet age, everything needs change to keep up with its environment regardless of what it is. With all the new tools and technology placed at our fingertips, there are numerous different ways of completing a task than ever even thought of before, thus revolutionizing the field said the job is an integral piece of the system. One prime example of this is Human Resources (HR), an area that many would not think that leaps in technology would significantly impact its functions and role in the respective organization that it makes up. Now, this, however, isn’t the case because, according to the Forbes article Three HR Trends Likely To Impact Your Organization In The Coming Decade, by Kathi Graham-Leviss. In the article, it is discussed how with all the new changes in technology and how their application, the field of HR could potentially end up changing it for the better. One of the three trends mentioned is HR analytics, and how “By correlating key data around quit rates, exit interviews, pay increases and promotion wait times, you can better uncover who is leaving and why they are leaving. Armed with that information, a more effective retention program can be developed and implemented across the organization”. By using this and the HR metrics, HR will soon be able to perform an even more vital role in telling employers why people are leaving and what they should do differently. If a company is looking to retain a particular group of employees who tend to leave for different opportunities, they can look at the analytics and see their mistakes and change so that fewer people end up leaving.
    Through using analytics, however, humanity becomes drained from the situation; I feel there should be a mix of analytics with humanity to achieve better results. Using just pure analytics may not be able to show everything about why people quit and move on the different opportunities while a mix of humanity and analytics might. The article also discussed the use of VR in HR departments and that by “using talent assessment data and metrics to inform more personalized and focused training based on specific areas of needed improvement. In fact, talent assessment and analytics can be used to select, adapt, or steer a certain VR or AR module to address unique learning gaps, learning preferences, and needs”. Using this VR or AR module would, in turn, streamline the training process while also making it vastly more active than before. Often when hired to a job, people spend weeks doing training that they don’t even really understand, which can, in turn, leads to there time being wasted while they also didn’t learn anything. Now using VR can teach people what they need to know faster while also improving their skills so that they can get out into the workforce more quickly so they can benefit the company that is paying them faster, making them a more import piece of the system. Another change to HR, as referenced by the article, is the feedback that HR gives out. Instead of giving it out on per se a quarterly basis, they should continuously update it so that employees routinely have a frame of reference to see in there doing an adequate job or if they need to perform better.

  5. In the article, “Three HR Trends Likely To Impact Your Organization In The Coming Decade” written by Kathy Graham-Leviss focuses on new human resource management methods that are likely to be introduced in the next ten years. The first trend that Graham-Leviss discusses is the use of analytics. An example that is used would be to examine a company’s employee turnover right and survey the primary reason for their turnover. This would be a very beneficial method for human resource managers to use because it can help them improve in areas that they might not have formerly known were causing issues.

    The second trend that is introduced is the use of augmented and virtual reality as a means of training employees. The primary example that is provided is using them in a health care environment for employees to train in dealing with various situations without risking a patient’s safety. While I can understand how this specific example could benefit from using augmented or virtual reality, I cannot see how it would be practical for most companies. The technology for virtual and augmented reality is expensive and other than in situations where they deal with emergency or potentially dangerous situations, I think that it would not be worth spending the money to invest in virtual reality and augmented training. In an office space environment, it would certainly not be necessary to incorporate virtual reality because it would just be a hassle that could also involve technical difficulties and maintenance.

    The third trend somewhat ties in with the first trend of analytics because it focuses on new learning expectations. Since millennials and Gen Z are the newest workforce, HR has to keep up with their learning and professional development. Since both generations prioritize learning and professional development, management must re-strategize in terms of their performance reviews. This last trend would be a smart move on behalf of companies who want to keep their employees happy. By providing feedback, career advice, and development, companies are able to keep up with the growing workforce of the new generation.

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