7 Ways HR Looks Different in 2020
Thanks to rapid technological advancement, businesses are changing — and so are their skills, needs and work environments. As a result, how and where their employees work is also changing. That means that many legacy HR processes are no longer relevant or effective. Clearly, HR needs to take a new approach. Here are seven ways HR looks different in 2020:
- HR is experiencing an influx of advanced technology. As technologies like AI continue to mature, they’re increasingly being adopted by HR. At the same time, there’s a growing need to establish more regulations and ethical standards around the use of AI and other disruptive technologies, as SHRM points out.
- It leverages insights from data analytics. In recent years, there’s been a significant rise in the amount of data available to HR. And by using increasingly powerful algorithms, HR is now able to generate accurate insights that can be leveraged to benefit the organization.
- It promotes agile performance management. Companies are increasingly coming to the realization that employees don’t gain much value from annual reviews. That’s why HR is facilitating managers providing their people with clear and frequent feedback that helps engage and retain workers.
- It places more emphasis on inclusion. Instead of focusing on diversity, HR is working to develop more inclusive practices and attitudes when it comes to recruiting, training, development, pay and promotions processes, according to Fast Company. This reduces the need for a “culture fit” and instead relies on the business’s ability to promote inclusion.
- It empowers leaders and employees. While HR traditionally took on an authoritative role, contemporary HR sees itself as the enabler of the business that helps both leaders and workers thrive.
- HR is using open-source practices. Not too long ago, HR kept all of its processes and methods confidential. Today, however, the emphasis is on freely sharing information with others to promote innovation and advancement in the field.
- It’s focusing on internal talent pipelines. With ongoing talent shortages and skills gaps, HR is looking to bring talent pipelines in-house, as HR Dive reports. This involves factors such as building internship programs and strengthening promotion processes.
In our quickly evolving world, there’s no room for legacy HR approaches. Instead, HR must continuously objectively assess its role and performance within the company and ask, “Is this the best way to do things?” The answer to that question will show the way to more effective and efficient practices, processes, and methods that benefit the organization and the people who work there.