By Rezarta Karapici
Human Resources Specialist
The business world is clearly closely linked to the human factor, which gives life to established processes, practices and objectives.
On the other hand, as long as the business world is in a process of continuous evolution, Human Resources, as a key element in the well-being of the organization, always require the necessary attention and development to adapt to constant innovations and changes. Here are some human resource development trends forecast for 2020:
1- Technology Development and Human Resources (HR)
Technology nowadays is moving at a very fast pace which ie. that new tools, new systems and new infrastructure are being implemented very quickly (even at the time we are talking about). Human Resource Managers will not only have to face the adoption of new digital processes, but they will be primarily responsible for selecting technological talent that will have an impact on hiring in the coming years. According to a study by the European Commission, it is estimated that by the end of 2020 an increase in the number of specialized employees, Information Technology (ICT) in the labor market will be needed. This means that the digital transformation and the attraction of expert talent in new technologies have emerged as the main challenges for this new year’s human resources department.
On the other hand, automation will help human resource managers in the recruitment process, in filling vacancies and in various areas of HR, therefore human resources departments should be familiar with the use and knowledge of new technology and specifically: RPA (Robotic Process Automation), AI (Artificial Intelligence), and VR (Virtual Reality).
Robotic Process Automation
RPA is an application of modern technology, guided by business logic automating processes.
Eg it can be very well used in processing and storing the data of a person being interviewed or by recording the data of a person being hired for the first time. Answers to standard questions in job interviews can also be prepared through automation.
AI as an algorithm that gives results using the data that was originally input to it.
AI can provide us with more time available, more capacity and more information to make the right decision.
AI applications are valid today in various hiring processes. They help us make better use of our working time and fill vacancies on time. He can also create valuable internal analysis that HR needs. And as technology evolves, they will become more available and become an integral part of our daily lives.
VR serves to create a real 3-D image of the work environment, making the person interact in a realistic way just like in virtual games being part of this reality. There are a number of exciting ways within VR games that can improve human resource skills, particularly within recruitment and employment, the ability to learn and develop.
VR helps HR to highlight the practical skills of employees.
So any new technology should be seen as an opportunity to be exploited.
2 - Millennials - the new millennium (generation born in 1981-1996)
The truth is that Millennials (people of the new millennium) are the ones who have made the biggest positive changes. Being born in the digital age, millennials are very attached to technology and know it well. They bring new ideas and new ways of working and evaluating it.
This is a very good thing for companies. Given the fact that millennials currently occupy the bulk of the workforce, the challenge for human resources lies in being on a par with them.
What exactly do millennials want?
flexibility: Flexible work arrangements, such as distance work and flexible hours, to achieve the best work-life balance.
communication: Cooperation, transparency and feedback are all important for the younger generations. The trend is to communicate with full transparency and in real time every decision that is made and affects employees, using new applications, communications that typically involve technologies such as mobile devices, applications and social media.
Powerful values: According to studies done by Deloitte, 75% e millennials respondents believe that strong values are the increase of (material) goods and social impact.
3- Creating new work models and leadership
Modern management and human resource trends in 2020 are moving towards a more focused approach to the human factor. This not only meets the expectations of millennials, but also allows people of all generations to be content. After all, who would not want to work in an organization that values and supports your well-being and development? These new leadership concepts promote self-management, empowerment, teamwork, process speed, and emotional intelligence. Below we are giving some trends of work models:
Holacracy is a new challenge, decentralized to traditional working methods. In Holacracy, power does not function from the top down, but is distributed evenly throughout the organization. This gives employees the freedom of self-management without straying from the purpose of the organization. A structured set of rules lays the groundwork for this freedom and eliminates problems such as unequal power dynamics and task-related assumptions.
Gig economy is a type of labor market, where short-term contracts, independent work on permanent contracts prevail. This gives employees the flexibility and freedom to choose jobs, even the amount of work done.
Gig Economics is getting more and more widespread nowadays. In fact, more than 57 million employees in the United States are part of the Gig economy (that’s one-third of all employees).
For many people, the Gig economy provides lifestyle benefits, such as a high degree of flexibility and the opportunity to be their own boss, which in the traditional way of working, are often difficult to achieve.
According to the Teal Organization, the company is seen as an independent force with its own purpose, and not simply as a means of achieving management objectives. "Teal organization" is characterized by self-organization and self-management. The hierarchical pyramid has been replaced by a decentralized structure consisting of small teams that take responsibility for their governance and for the way they interact with other parts of the organization. Certain positions and job descriptions are replaced by a variety of roles, often self-selected and variable. The actions of people are not guided by the orders of someone upstairs according to the chain of command, but being guided by the purpose of the organization. Organizational structure in Teal is characterized by rapid change and adaptation, as adaptations are made continuously to better serve the purpose of the organization.
"Teal organizations" are based on three specific values: self-management; the conception of the organization as a whole and the purpose. In practice, this means that hierarchies are removed and people are empowered to be their true selves while working together towards a goal.
4- Focus on employees
Traditionally, employees have been seen as a cost rather than the most important source of income. Now, most of us realize that employees are the only ones who have the core value in the company structure, systems, products and services. They can not only show what works and what does not in the company, but they also have the power to accelerate change by engaging themselves and others in the process.
Despite all the technological developments after all, a company is just as good as its people.
Here are some tips to help focus on employees:
All the observations and perceptions that employees have while working for an organization are described as the employees' experience - that is, the employee's journey with your organization. The employee experience cycle includes all stages from attracting and hiring talent, hiring and hiring new employees, directing performance and development, to leaving. Understanding and developing this experience as a whole should be at the top of every HR department list, as it can lead to tremendous benefits for both employees and the organization.
By promoting employee experience, HR can help increase their resilience, as employees do not feel the need to switch to another company, to increase their well-being. Moreover, keeping employees engaged, valued, creates a more dedicated workforce that will deliver its effects on the company's economic growth.
When it comes to managing change, employee involvement is especially important.
Employees need to feel their connection to the company they work for and that is significant. After all, on average they spend over 90,000 hours of their lives working. If people spend those hours feeling unhappy, irritated and stressed, they will not give their best for the company. Consequently, the ultimate goal is to motivate employees, who are not simply committed to the company, but are encouraged to help the company meet its goals.
To make sure employees are engaged, they must first know what the purpose of the company is. Second, they must believe that they can achieve the goal and be motivated to achieve it. Finally, they need to think that they are heard and have access to the right resources, such as training, databases, information and networks.
5- Analytical trends of human resources
In fact, the analytical use of data from Human Resources is not a new concept, but the innovation lies in the best use of analytical data.
This trend is an attempt to use data in order to identify and analyze problems related to human resources. With the help of analytical use of data, HR professionals can combine and analyze the data collected by them in order to discover new and useful uses. This means making fairer decisions based on objective data. Above all a good analytical analysis of the data will lead to a better environment for employees and an increase in profits for the organization.