Future HR: Heart & Human

Ray Kurzweil In 1990 (twenty-five years ago), he predicted that a computer would defeat a world chess champion by 1998. Then in 1997, IBM’s Deep Blue defeated Garry Kasparov and likewise he has predicted many. While he hasn’t been precisely right, to the exact year, his track record is stunningly good about predicting trends. If I ever get a chance to meet him in person, I will ask him about predicting about Future of HR. Nevertheless, I did ask few HR people about trends to capture their thoughts. Post speaking to them in summary, I'm very excited and optimistic about the future of HR. This function is undergoing massive transformation both in terms of name and function. Following trends which will be unfolded and set HR for bigger stage.

1.Employee Experience: HR & Leaders Build Organisation and Marketeers build brands. In today’s world where everything is changing but one thing unites is Pride. Pride comes with employee experience which is physical, cultural & purpose driven. Organisations like my current company Unilever spots this very smoothly and always challenges self to define, constantly rediscovers and acts sometimes fast sometimes slow. All these are possible because Leaders take charge from front which is facilitated by HR. No wonder Unilever still stands tall & respected in-spite of attacked.

2. I feel to I know: Commercially Savvy with Data Analytics means apply a Consumer Marketing Lens to HR, of course HR with heart & human first. HR function needs to evolve and wear both commercial hat and HR hat backed with data analytics, which will bring exponential benefits to the organization. Laszlo bock, former Chief HR, Google the influential human resources professional who helped transform Google’s workforce and culture by using data analytics. Google integrates the human aspects through use of people analytics. Mixing quantitative and qualitative data enables leaders to really dig deep into the company’s inner-culture dynamics.

3. Communication & Tools: Technology & Tools which will re-shape HR function too. Tools like chatbots (x.ai can schedule meetings, Talla handles recruiting tasks, Howdy workplace tool for team etc) will bring artificial intelligence to people decisions. Artificial intelligence (AI) is a huge market, predicted to surge from $8 billion this year to $47 billion by 2020, according to IDC. HR team to understand the context of how automation will impact the future of work. Start by being a pioneer and pilot one of the chatbots in HR to see how these digital co-workers can advise and improve HR.

4. Blended Workforce: Rise of Gig Economy will be another trend, hence plan for a blended workforce. World is changing rapidly and fast. Hence, new skills upgradation will create new jobs all the time and will eliminate old jobs. Challenge will be to keep upskilling employees creation. This will allow organisations to hire people for specific projects and avoid paying permanent wages and covering the costs of benefits packages, while freelancers are free to set their own general schedule, take on however much work they want, and choose projects and clients that meet their talents and interests. It is a win-win situation for the company and the freelancer.

5. Adversity Quotient is how you respond to life–especially the hard stuff. In VUCA world, where in lots of disruption likes of politically, economically & socially. The resilience character will become more and more important. HR will play a big role in providing environment, culture and training to build character of the organization. There is a need of shift from Work-Life Balance To Work-Life Integration, for this technology plays a major role and appreciation & respect of each other any style of working either physical or virtual (just one example). Investment in employee wellness is key & crucial.

6. Approach on Talent Management: Focus on Team Development, Not Just Individual Development will be new trend since collaboration, empowerment & experimentation will drive growth for future. That's what called connected for growth. While HR have traditionally focused on individual employees—recruiting them, developing them and assessing their performance—we are seeing or will see the advent of a new capability, one of developing team intelligence, or the practice of understanding what makes great teams deliver exceptional results. Eric Mosley CEO of Globoforce. Mosley predicts more companies will provide only 98% of an employee’s total compensation. The rest will be crowd-sourced by the team in the form of a series of micro-bonuses. Look for more crowd-based pay as a vehicle to reward top performers.

7. Re-shape HR: Prepare for new roles in HR and profiles of people. For HR, I see the “new normal,” as the convergence of consumer marketing with digitization of HR creating a more personalized employee experience powered by artificial intelligence. HR will continue to evolve into "human capital management" but some old trends like winning war on talent will intensify more.

CHRO role, can have more impact than any other position reporting to the CEO in coming years. I see above trends as an opportunity to rise above, learn and build for future of generations to join HR as a profession.