It is evident that the world will become more interconnected over the next one to two decades as the flow of knowledge, goods, and services increases. To effectively compete and set themselves apart, organizations will have to develop strategies that take advantage of these changes while identifying high growth venues with potential for exponential growth. The Human Resource Department’s critical roles of identifying, absorbing and retaining talent, and increasing efficiency within a company requires dynamic changes over time. With such technologies as cloud-based platforms and software, the future of Human resources is bound to see fundamental changes in strategies of handling tasks in the workflow. In their articles, Miele (2014), Boudreau (2014), and Nolan (2012) shed light on some of the recent trends in the HR area, pointing to the necessity to embrace the importance of information and talent management, as well as a change-oriented leadership style, as the primary HR trends.
Summary and Analysis
“Looking ahead to the future of HR” Article
The need to leverage employees where they deliver goals efficiently and at the right time will eventually lead to a growing remote workforce across the world. However, remote personnel management will pose a growing challenge to managers who have no technical knowledge of managing a remote workforce. In his article, Miele (2016) shows how the problem will eventually be controlled by new technologies that will analyze results per employee based on quality, instead of working time. The result-oriented approach will push for more result-driven analysis from the HR. The use of analytics will increase as a major role in the human resource management team because human assets will continue being integral parts of the performance of organizations (Miele, 2016).
Miele’s (2014) focus on the growing importance of innovative technology, in general, and social media, in particular, seems completely reasonable and quite appropriate in the context of the challenges faced by HR managers in the 21st century. Indeed, it is essential to make sure that the communication process between employees and managers so that feedback could be received fast and uninhibitedly. In order to meet the challenges associated with the adoption of the identified trend, one should make sure that the staff members should be able to use the available social media tools to the advantage of the organization. Therefore, the introduction of training courses that can be used to enhance the levels of technological savvy among the staff members should be deemed as a necessity.
“What is the future of HR?” Article
Additionally, social media will change HR operations extensively as HR managers will start relying on big data analytics in the recruitment process. According to Boudreau (2014), firms have taken to social media platforms to entice more customers to establish a one-to-one connection with their customers, which eventually lead to a better understanding of consumer needs. In the future, however, HR will have to embrace technology as the best communication and data collection platform while ensuring that it sets clear boundaries for discussions that surpass ordinary internal conversations. Furthermore, the HR field experiences a cyclical paradigm shift over the next decade (Boudreau, 2014). The introduction of social media, in turn, will allow automating the process of recruitment, at the same time, keeping the staff motivated and engaged (Boudreau, 2014).
Boudreau (2014) also seems to have a point when placing a strong emphasis on the importance of exploring social media platforms as the tool for recruiting staff members seems quite legitimate. Because of the emissive opportunities for communicating corporate goals, values, and philosophy, as well as maintain the consistent conversation between the participants, the specified tool is bound to have a positive impact on the evolution of HR. to meet future challenges, HRM will have to consider designing an appropriate communication approach toward meeting the needs of a multicultural and increasingly diverse audience. Furthermore, an elaborate strategy toward managing possible conflicts will have to be designed. Particularly, it will be necessary to emphasize that conflicts should be viewed as the foundation for learning new information and acquiring new skills.
“A look at current trends and data” Article
Observations of the future trends of HR reveal that there will be a need for human assets in organizations to have a higher level of tolerance to diversity, and companies will be compelled to use an employee-focused approach toward maintaining their human resource base (Nolan, 2012). For instance, Wal-Mart and other companies in the retailing industry will have to start focusing on their human assets in a strategic manner. Nolan (2012) stresses the importance of adopting an appropriate leadership style as the means of motivating employees and compelling them to learn new information and develop relevant skills.
Nolan’s (2012) argument seems very convincing in light of the fact that the satisfaction levels of employees define a significant amount of a company’s success in the target market. The significance of meeting the needs of the staff members is becoming increasingly important in the realm of the diverse environment of the global market. Therefore, the adoption of culturally-sensitive approaches should be deemed as a crucial step in the overall improvement process. Thus, the premises for continuous improvement can be built.
HR professionals should prepare for dynamic changes in the processes associated with the department. HR will set itself apart as an integral part of business evolution into the future By looking into one HR specialty while diversifying their training into areas such as data analysis and business strategy components. The authors of the three articles present valid arguments on the future trends of HR. Embracing shortcomings encourages personnel to try out innovations while the failures assist in preventing future mistakes. For instance, big data analytics will gain popularity in the recruiting process, and it will help HR personnel to recruit individuals with specific desirable characteristics.
Boudreau, J. (2014). What is the future of HR? Web.
Miele, J. A. (2016). Looking ahead to the future of HR. Canadian HR Reporter, 29(11), 35-37.
Nolan, S. (2012). A look at current trends and data. Strategic HR Review, 13(3), 153-155.