The corporate world we see today is more like a reinvented version of itself. In the last few years, some paradigm changes have redefined corporate practices in an unprecedented way. For instance, the corporate world is going increasingly remote or virtual. Who would have believed the possibility of it 10 years ago?
To cite another example, workplace demographics have completely changed as well. Millennials and Gen Z represent over 90 percent of the global workforce. The list of massive shifts in the corporate world is endless. Essentially, new trends are thriving in the corporate landscape, and things are changing for the better.
As an HR professional, it is important for you to acknowledge these changes. Needless to say, the process of change in any organization starts with the HR department. Having said that, with new trends emerging in the corporate world, the roles and responsibilities of HR managers are also transforming. Today, knowing the basics of HR is not enough. In fact, you would very well agree to that, wouldn’t you?
The ways HR responsibilities are conducted have undergone swift transitions. This implies that as an HR manager, you need more skills to go about your job. You must undertake effective reskilling and upskilling to adjust to the changing HR roles. The question is, how exactly are the Human resource OKRs and duties changing?
In this blog, we look at how traditional HR roles are transforming and how you need to cope with added responsibilities. This blog will help you prepare for greater success as a modern-day HR.
The Role Transition in HR Management
1. The Rising Influence of Data Analytics
We would all agree that the enterprise world is going through a data revolution. Data is at the heart of business decision-making today and is helping businesses optimize results. Data is making a huge difference from inventory management to HR operations.
Speaking of the relevance of data analytics in human resources, HR analytics defines a new trend. Companies are now relying on big data and HR analytics to enhance HR decisions. Simply put, HR analytics involves the collection of workforce data and its effective implementation to enhance business outcomes.
For instance, you can track your employees’ training history with data analytics. Subsequently, you can assist the top management in developing targeted employee training programs. Similarly, HR analytics can identify the skill gaps in your workforce.
The bottom line is that one major transition in HR roles is that you need to rely on data analytics more than ever before. You do not have to screen candidates but also the big talent data that comes to you. Having said that, you need to develop effective data analytics skills for future success.
2. The Need for Transformational Leadership
In this growing competitive environment, we see today, change management has become indispensable for businesses. To stay ahead of their competitors, companies need to innovate constantly. Needless to say, every change starts with the HR department. To explain, when a transformation is implemented, you need to ensure that everyone is on the same page.
This is where you need to come out as an effective leader. As a leader, you need to understand employees’ resistance to change and the emotions around that. Further, you need to empower them so that they can align with the change in a worthwhile way. All in all, you need to embrace transformational leadership to excel in modern-day HR roles.
When you develop transformational leadership skills, you are more open to change and innovation. Besides, as a transformational leader, you will be able to cultivate the same attitude in your team. Having said that, your effectiveness as an HR manager today is directly linked to your efficiency as a leader. For that, transformational leadership is the most suitable leadership style that promotes innovation and change.
3. The Technological Shift in Recruitment
HR technology has become a common buzzword in contemporary human resource management. From screening candidates to onboarding and performance management, automation technologies are transforming HR operations.
To elucidate, today, the integration of AI in technology hints at a major technological shift in recruitment. Similarly, the implementation of technologies like an applicant tracking system, cloud solutions, blockchain, and so on is becoming increasingly common. These technologies define the new normal in human resource management and this is where your role is changing.
To elucidate, now you need to work in tandem with these technologies to conduct HR operations. Having said that, you first need to understand how these technologies work and build a rapport with them. As an HR manager, you need to be more tech-savvy than ever before. With technology sharing a part of your tasks, your role stands largely redefined.
4. Setting and Tracking DEIB Goals
Did you know that diverse organizations have a much better chance of tapping new markets than their counterparts? Research by Mckinsey shows that the possibility of diverse companies penetrating new markets is 35 percent higher. This explains why fostering diversity and inclusion are now among the top priorities of organizations, and diversity is now seen as a competitive advantage by businesses.
Going one step ahead of diversity, companies are now setting DEIB (diversity, equity, inclusion, and belonging) goals. Companies are more employee-centric than ever before in the bid to cultivate high levels of employee engagement and retention. Needless to say, the major chunk of this responsibility lies with the HR departments.
So, a new role that HR managers have is that they need to set DEIB goals and track them with great efficiency. How effectively you achieve your company’s DEIB goals will determine your effectiveness in talent management as per the new corporate trends.
Your hiring and talent management now needs to be more inclined toward the virtues of diversity, inclusion, and equity. Besides, you also need to find unique ways to foster a greater sense of belonging in your workforce. This is where your role will undergo a slight transition yet again.
To succeed in your DEIB goals, you need to develop the skills and virtues of emotional intelligence and critical thinking. You need to step out from traditional ways of managing a workforce and make way for greater empathy.
To encapsulate, with the corporate world undergoing a transition, HR roles are also changing. Besides, with HR technologies coming into the picture, you now need to work in coordination with these technologies. You need to keep adapting to the latest HR trends, and your flexibility is what will eventually lead you to future success. When the HR roles are evolving, you need to evolve too.