What does the future hold for HR?

I know you deal with various HR tools on a daily basis, but do you have any idea what the future HR will look like?

It was the time when professionals in this field could quietly restrict themselves to routine. HR is no longer just about payroll and hiring and termination processes. Increasingly, we have a strategic and active HR that acts actively in the organization's results!

HR is strategic and impacts, yes, on the success of the company!
What we see today in the corporate environment is a greater focus on people, with the expansion in the Human Resources field, which has acquired a thinking character. HR has become the task of engaging staff in company values, translating talent into results. Also, think about the structured development of each person within the organization.

With this new scenario and perspective, it becomes necessary to use new HR tools that, in addition to providing the professionals of the future HR, can implement the changes at strategic levels for the company. In this post, you will know some of them. Check out.

What to Expect?

While "traditional" HR was only involved in administrative and bureaucratic activities, occasionally not engaging well, losing talent and, worst of all, promoting those who do not add value to the business, the HR of the future is just the opposite. It is completely embedded in the business of the organization and evaluates at all times if people are in the right places with the right skills at a level of motivation that generates development.

Treating all this is only possible with technology and they are emerging and exposing a myriad of possibilities to the future HR that will need to survive in a complex work structure in which there will be:

- Increased demand for people and talent management;
- Search for new ways to retain the best employees in the company;
- New approaches to communication technologies that cross the area (teleworking);
- Increase in the performance of professional entities in the

New HR responsibilities

With the need for retention of talent becoming a priority in organizations, HR of the future automatically acquires a strategic role, since it has privileged information and is one of the few able to transit between different sectors of the company, taking a holistic view of the organization . But to be included in the decision-making level of the company, it will be up to the Human Resources professional to develop specific skills such as:

- Positioning in relation to the company's decision line (creating own action plans);
- Measurement of the results of HR actions and their impact;
- Definition of tools that corroborate so that the work force executes the strategies of the organization.

The next step is to understand which people have high performance or potential for greater performance and to work with development plans so that they come as close to their potential as possible. For high-performance professionals, retention policies should be developed, such as a differentiated remuneration (Performance Variable Remuneration or stock options) and, of course, motivating projects.

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