What are the emerging trends and technologies in IHRM?

1 Global talent mobility

One of the key trends in IHRM is the increasing mobility of talent across borders and regions. This means that organizations need to attract, retain, and develop employees who can work effectively in diverse and multicultural settings. Global talent mobility also requires IHRM to adopt flexible and adaptive policies and practices that can accommodate different legal, social, and cultural norms and expectations. For example, IHRM may need to provide support for expatriates and their families, offer cross-cultural training and mentoring, and design compensation and benefits packages that are fair and competitive.

2 Digital transformation

Another major trend in IHRM is the digital transformation of work and communication. This means that organizations need to leverage the power of technology to enhance their efficiency, productivity, and innovation. Digital transformation also enables IHRM to streamline and automate their processes and systems, such as recruitment, performance management, learning and development, and payroll. For example, IHRM may use artificial intelligence, big data, and cloud computing to analyze and optimize their human capital, or use social media, chatbots, and virtual reality to engage and communicate with their employees and stakeholders.

3 Sustainability and social responsibility

A third important trend in IHRM is the growing emphasis on sustainability and social responsibility. This means that organizations need to align their values and actions with the interests and expectations of their employees, customers, and society at large. Sustainability and social responsibility also demand IHRM to integrate environmental, social, and governance (ESG) factors into their strategies and practices, such as diversity and inclusion, employee well-being, ethical conduct, and community involvement. For example, IHRM may adopt green HR practices, such as reducing their carbon footprint, promoting recycling and renewable energy, and encouraging telecommuting and flexible work arrangements.

4 Collaboration and innovation

A fourth significant trend in IHRM is the need for collaboration and innovation. This means that organizations need to foster a culture of creativity, learning, and teamwork among their employees and partners. Collaboration and innovation also require IHRM to facilitate and support the exchange of ideas, knowledge, and feedback across different functions, levels, and locations. For example, IHRM may use platforms and tools, such as online forums, wikis, and gamification, to encourage collaboration and innovation, or use co-creation and crowdsourcing methods to involve their employees and customers in developing new products and services.

5 Agility and resilience

A fifth crucial trend in IHRM is the necessity for agility and resilience. This means that organizations need to adapt and respond quickly and effectively to the changes and challenges in the external and internal environment. Agility and resilience also entail IHRM to build and maintain a workforce that is flexible, adaptable, and capable of coping with uncertainty and complexity. For example, IHRM may use scenario planning, contingency planning, and risk management techniques to anticipate and prepare for potential disruptions, or use coaching, mentoring, and feedback mechanisms to enhance the skills and competencies of their employees.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?