Emerging Trends in HRM

How would the new HR look like in the future

Submitted By Group 1
11.04.2022

INTRODUCTION
The Corona virus has drastically reshaped the economy, the labour market and the way companies
were being run. How we work, where we work and technology usage to stay connected has changed
to a great extent due to this virus. Such huge changes are emphasizing on the importance of HR roles
in an organization. According to the HBR article 21 HR jobs of the future,  “Just as CFOs have
greatly increased their scope since the 2008 financial crisis, CHRO’s now have that same opportunity
to become central C-suite players.” 

Moreover, technological advancements have changed the way the HR department works in an
organization.

In this report, we have examined articles from HBR, Forbes, McKensie to find out how the recent
changes in social, political, technological and economic changes have affected the HR trends and
what can be the emerging HR jobs in recent years.

TRENDS IN HRM ACCORDING TO FORBES

According to the Forbes article “Top Ten HR Trends for The 2022 Workplace”, below are some of
the recommendations of what an organization must include in their HR road-map.

SL Trend as mentioned Features

No

1 The future of work is  78% of participants in an American Psychological

employee well being Association survey said pandemic was a significant
source of stress.
 Workers are feeling burned out, and cite multiple
stressors, including the lack of separation between
work and home, unmanageable workloads, and
worries over job security.

2 Employee Well-being Research conducted by Paychex and Future Workplace

Benefits Can Stem the
Great Resignation
found -
 62% of employees identified well-being benefits as a
key factor in deciding whether to apply for a new job.
 67% strongly agree, well-being benefits are priority
while searching for jobs.
 30% requested improved mental health support.
BrightPlan’s 2021 Wellness Barometer survey found -
 80% of employees want support and guidance from
their employers on personal finances.
Global Wellness Institute believes workplace mental health
benefits will grow 9.8% annually over the next five years.
HR leaders should move to a personalized approach to well-
being benefits .

3 Re-engineer and Transform  E-Learning market to be tripled by 2025.

Corporate Learning, The
Time is Now
 In a survey conducted by Future Workplace and
Morison, 72% organizations say they will use virtual
reality simulation for training.
 Organizations are integrating MOOCs (Massive Open
Online Courses) into their learning curriculum.

4 Provide Internal Talent  AI is being used to match and manage the talent
Mobility to Attract, supply and demand internally.
 Engage, and Retain  Schneider Electric, reviewed exit interviews and found
Employees that, the reason for leaving for over 50% of employees
is lack of visibility in the career.
 Schneider Electric launched Open talent Market
(OTM) to match employees to new part-time and full-
time roles as well as stretch assignment and mentoring
roles.

5 Solving Business Problems
Using People Analytics
 HR leaders are using data to solve business problems
like identifying high potential employees,
understanding benefit selections etc.
 Data analytics can also be used to study the attrition
and identify the employees who owns highest potential
and promotion success.
 It can be used to identify biases and remove them.

6 Prepare for the Hybrid
Office of the Future
 In a PwC Remote Work Survey, 73% indicated they
want to work from home at least two times a week
when corona virus is no longer a constraint.
 Executives should focus on expanding remote
working.

7 Anticipate New HR Jobs of
the Future
 Cognizant Centre for the Future of Work to examine
what the future of HR will look like in 2030.
 The HBR article 21 HR Jobs of the Future depicts the
jobs, their “technology centricity” and time and order
in which it is expected to appear.

THE NEW AND EMERGING HR JOBS OF FUTURE

As COVID-19 has changed the new normal of working, there will be plenty of new HR roles and jobs
emerging in the market in near future. Technology will work as a catalyst in it. The 21 new and
emerging HR jobs, as depicted in the figure below, incorporate five core themes.

1. Individual and Organizational resilience: For an HR profession the future work will
include creating a more holistic view on employee wellbeing, one that includes emotional,
mental and spiritual health along with the mental health. A new HR role focused on wellbeing
as a business strategy would emerge. The role Director of Wellbeing could provide strategic
management over wellness and design services and practices to nurture the emotional,
physical, mental, and spiritual health of all employees.
2. Organizational trust and safety: The role of HR also includes creating an ethical and unique
workplace. Just last year, joint research conducted on the attitudes toward AI in the workplace
by Oracle and Future Workplace found many people were concerned about data-security
breaches. 80% of respondents said their company should ask for permission before using AI
to gather data on them. The need for data safety could lead to roles like Human Bias Officer
could help mitigate bias across all business functions. These professionals would guarantee
that the employees are being treated fairly.
3. Creativity and Innovation: HR roles include identifying the need for training and
development to facilitate the innovation and creativity among employees. In this competitive
market economy, a new HR role such as The Future of Work Leader, would be responsible
for analysing what skills will be most essential as the workforce continues to evolve. As
meetings and trainings continue to go virtual, another role we imagine is the VR Immersion
 Counsellor. This role would help realize the potential of using virtual reality to scale training
programs.
4. Data Literacy: To identify key people challenges and solve them, a new set of HR roles will
emerge. Problems like why one team performs better than other and how to make an inclusive
and diverse workforce, HR will incorporate a more data-driven function. HR Data Detective,
could help bring about this change. This person would be responsible for synthesizing
disparate data streams to help solve business problems.
5. Human-Machine Partnership: With increasing use of robots in organizations there is a need
for human-machine collaborations. One new job that could be created is the Human-Machine
Teaming Manager, a role that operates at the intersection between humans and machines and
aims to create seamless collaborations. Human-Machine Teaming Manager can work with a
Chatbot Coach to enhance an AI-powered candidate experience.

6.
NEW TRENDS IN HR

VR Breakthrough

 In HR, the potential for VR applications are limitless. They're being utilised to train personnel
by simulating real-world circumstances. They're used to get a better understanding of various
scenarios. New employees are given a "virtual tour" of the office via VR. Some businesses
also use it for remote learning.

Talent marketplaces & talent allocation

 One of the biggest lessons learned from the pandemic is the fact that companies can no longer
solely rely on buying their talent externally. Instead, the tight labor market has forced them to
make better use of the talent they already have. 
 This leads us to our next HR trend: better talent allocation through talent marketplaces. In a
nutshell, talent marketplaces connect individuals within a company or industry to internal job
possibilities. Job vacancies, as well as cross-departmental projects, temporary assignments,
and other initiatives, are among them.
 Unilever and Vodafone subsidiary Vodacom recently launched a digital marketing exchange
scheme. This effort not only aids in the development of more diversified talents, but also
allows for cross-pollination of ideas and innovation, helping them build a T- shaped profile.

Reskilling and Upskilling

 Better execute company plans and policies based on market and industry trends.
 Improve employee performance, productivity and satisfaction.
 Gain a notable advantage against competitors who didn’t upgrade with new skill
requirements.

Gig Economy
 A trend that relies on free-floating projects, consultancies and part-time job opportunities.
 The gig economy offers a certain scale of flexibility to workers. With the disturbances caused
by the pandemic, more and more full-time workers are now turning to gig opportunities out of
necessity.
 With full-time employees taking up gig opportunities, there’s a cost advantage for businesses
dependent on gig workers.

Focus on Cyber Security

 With an increase in the use of data, cybersecurity will be one of the major challenges for
future HR.  New cyber security and WFH policies will be formed to overcome issues such as
data confidentiality and employee privacy. HR heads will also change as they will play more
strategic rules when it comes to change management.
 Having a secure remote infrastructure has never been more important. Companies with large
remote workforce may open themselves up to Ransomware attacks. Large employers must
setup strong cybersecurity practices soon.
Work from Home leading to Work From Anywhere

 The next generation of workers will not just log in to their HRMS from home. They will also
be able to log in from anywhere. There is a revolution coming in the facilities and
infrastructure domains that will enable solutions to a permanently mobile workforce.

Creativity in Recruitment and Learning Management System (LMS) for Training

Creativity in Recruitment and Learning Management System (LMS) for Training

Creativity in Recruitment and Learning Management System (LMS) for Training

Creativity in recruitment and LMS for training:

HR specialists often complain about the challenge of hiring talented employees. They need to adapt to
creative ways to select qualified applicants or the positions they need to fill. Apart from AI, talent
acquisition teams can maneuver headhunting firms or recruitment marketing agencies to find potential
candidates. 

Assimilate learning management system or tools to facilitate training and workshops To cultivate
future talent via the internet. Some LMS include Bridge, GoSkills, Absorb, and Moodle. Further,
incorporate mentoring programs to escalate the retention rates of the employees.

When financial wellness is rockin’, top talent comes a-knockin’: What’s the employee benefit that
86% of employees want but only 8% of companies offer?1 Student loan management.

Student loans (*cue thunder and lightning SFX*) are something many people have to manage, so it’s
no surprise that a little help from an employer might be appreciated (big-time).

Betterment at Work gets that. That’s why Student Loan Management by Betterment at Work helps
your employees organize and pay off their student loans—adding quite the value to your benefits
offerings.

Student Loan Management seamlessly integrates with the same platform employees use for their
401(k), so all financial wellness benefits can be managed in one easy-to-use dashboard. There’s even
a nifty matching contribution option.

So if you want to attract and retain top talent, start with the benefit they actually want and can’t find
elsewhere.
 

CONCLUSION
The year 2021 saw the development of a new era of technology trends and human resource
management practices, thanks to the pandemic. The year 2022 will be dedicated to putting those
lessons into action, as well as improvements and in-depth efficiency.

Combining traditional and remote work methods will have a significant impact on how businesses
operate. Despite ever-shifting paradigms, a holistic approach to employee well-being, skill changes,
and a human touch will ensure exceptional work experiences. With changing skill preferences and the
expanding gig economy, it's not unreasonable to expect HR to be surprised as the year goes. To avoid
jeopardizing their overall productivity and growth, businesses must plan ahead for these adjustments.

REFERENCES
1. https://hbr.org/2020/08/21-hr-jobs-of-the-future
2. https://www.forbes.com/sites/jeannemeister/2021/01/14/10-hr-trends-for-the-next-normal-of-
work/?sh=152f31c25fc4