The human resources sector has been changing and reinventing itself over time. The more this happens, the more HR’s focus is directed towards the company’s driving strategies, automating the bureaucratic part. In this article we will make you aware about the Future of Human Resource Management.
Knowing the past full of bureaucratic processes within the HR sector, and in view of the present where the business landscape shows a transitory phase, what would be the future of HR?
What is the future of HR?
The future of HR is built with a focus on transforming the industry into a strategic field , along with new enabling technologies, on the path to automation.
Changes in HR happen this way because the sector has a tendency, since its inception, to deal with various business bureaucratic tasks.
The future of HR is built by taking functions that used to take a lot of time and attention from managers and analysts to do, and automating them. This facilitates the day-to-day of professionals and provides time for them to perform other activities.
It is precisely this freedom to carry out other tasks that has transformed HR into a strategic sector.
Therefore, the future of HR lies in the use of the most diverse technologies aimed at managing people, from hiring, managing positions and salaries , personal development and performance evaluation.
For each sector, there is a type of HR Tech, which is a startup focused on bringing solutions to HR through the use of technology. This generates dynamism in the area and brings profit to organizations.
Knowing this, here’s how the future of HR looks with the intense globalization that has been taking place in recent decades:
The future of HR in the age of globalization
The globalization process is criticized by some within HR, under the threat of job losses . However, what is affected is not the quantity, but the type of job that the professional will have.
Globalization has an influence on supply and demand both in terms of the number of professionals and the number of vacancies available to be filled.
With the growing competitiveness within the market, global organizations have been concerned with hiring employees capable of bringing into the company the differential that is necessary to guarantee its competitiveness.
Thus, HR acquires the need to select the best qualified employees and are in line with the company’s organizational culture.
The use of artificial intelligence to make this selection, in addition to democratizing the process , helps to have the candidate who best fits what the sector needs.
One of the benefits of globalization for the future of HR is precisely the ability to bring talent to a location where there are few. This is because it has become increasingly feasible to get a collaborator in another city or country.
The growing adoption of teleworking , especially after the covid-19 pandemic, has accelerated this process even further. This favored the acquisition of qualified professionals outside their region for companies.
Therefore, the future of HR in organizations in the era of globalization points to an intense competition for talent globally.
At the same time, it creates efficient search tools so that companies can find quality professionals, even if they are “unknown”.
This shows how important capturing and using data is for the future of HR. With that in mind, check out how the sector is in relation to the wave of use of Big Data that has been taking place in recent years:
Is the future of HR in Big Data?
The future of HR is in Big Data yes! A study carried out by MicroStrategy showed that 60% of Brazilian companies already use Data and Analytics resources in the day-to-day of HR to define their strategies.
Data capture has become a must for the future of HR. However, the practice of dealing with massive amounts of information and treating it at will for companies is over.
This is due to the emergence of various systems of regulation and control of how data can be treated around the world. The European Union, for example, has the GDPR. Here in Brazil, the LGPD regulates these issues.
The future of HR in companies already demonstrates that it is focused on data analysis. Of the 500 professionals surveyed around the world, 94% say this is an important resource for business growth and digital transformation .
In addition, the benefits of using data for companies are diverse, see below some of them:
Productivity and efficiency within the company improve ;
Decision making becomes faster and more effective;
Overall financial performance improves;
Assist in the identification of new products and services that generate revenue;
There is also an improvement in customer acquisition and retention , as well as in their experience.
With so many benefits and news, it is difficult to know exactly what to expect from the HR of the future. So, here are some trends for the sector:
What are the trends for the future of HR?
The trends for the future of HR are related to technology, such as Big Data, People Analytics, Employer Branding, Artificial Intelligence, automation tools , Business Intelligence and many others.
However, with so many updates and news, it is necessary to be aware of all these terms and activities to keep an eye on the future of HR. So, take a closer look at some trends for the future of HR in detail below:
1. People Analytics
It is the process where all data collected (big data) is organized and analyzed, with the intention of understanding the attitudes of employees, as well as their expectations regarding the organization.
Therefore, this tool is used to cross-reference data. It extracts important information that will later be used to take strategic initiatives within the company.
Through this process, the manager can use the data collected to understand and evaluate their employees, determining the level of motivation of each one.
This movement results in the creation of specific people management strategies , based on the behavioral profile of each professional, thus being more effective and contributing to the development of talents within the organization.
2. Employer Branding
Therefore, one of the trends for the future of HR is Employer Branding. This tactic consists of using internal marketing strategies , aiming to create a better view of the company in employees who already work in the company and, consequently, spread this view.
Therefore, in the quest to convey an image of good employers, organizations have been very concerned about the employee’s experience. They do this thinking from improving the selection process to adopting good dismissal practices (such as outplacement).
3. Artificial Intelligence
One feature that has become of frequent use for the HR industry marking a strong presence in the future of HR is artificial intelligence.
Through the use of Machine Learning resources, organizations can teach their “bots” to evaluate data and recognize patterns, which can greatly contribute to decision-making processes.
Thus, the HR sector of the future uses artificial intelligence to gain insights into the metrics of the workforce within the company in an agile and accurate way.
Artificial intelligence can then be used in the most diverse sectors. as well as assisting in multiple activities of the HR manager. Some examples are: improving the climate, aligning the Organizational Culture , diagnosing which sectors and employees need training, etc.
With the growing demand for skilled labor, and the globalization processes becoming more and more intense, teleworking has proved to be a profitable option for companies to have access to the desired professionals.
In addition, the new normal scenario has also brought the need for social distancing, which has led many organizations to accelerate the anywhere office implementation process .
Therefore, with the approval of 80% of the executives , it is quite clear that the future of HR is closely linked to the Home Office and the assembly of remote teams to carry out activities.
5. Process automation
The HR of the future proves to be a sector that no longer occupies its professionals with repetitive bureaucratic tasks, through the automation system to execute them.
Tools such as the QR point, which controls time points online, are a great way to reduce the bureaucratic work of managers, giving them space to focus on managing people.
Process automation makes it possible for HR professionals to use their time and resources in strategic activities, in a focused way, generating greater productivity .
So you can see that several tools will be needed to support the future of HR. Therefore, here are some essential tools for the sector in a modernized scenario:
Using tools in the future of HR
With all these new technologies that have arrived to help the HR sector, learning to use new tools has become indispensable for professionals in the area.
New and better versions of software appear all the time to complement the manager’s routine. Therefore, the future of HR requires flexible professionals, who are in a mindset of constant learning.
Knowing this, check out some of the tools that make up the current scenario of the future of HR and find out what each one of them is for:
Psychology in mapping behavioral profiles
The use of psychology resources has helped the human resources sector a lot with regard to people management.
Therefore, the act of mapping the behavioral profile of each employee will become increasingly common in the future of HR, as this allows for a better use of the strengths and weaknesses of each professional.
In addition, this analysis brings a decrease in the organization’s turnover , which tends to reduce costs. The main benefit of this mapping is to allocate the person who has the most soft and hard skills in line with what is needed for the job in the right place.
The cloud storage of Personnel Department data
The future of HR shows a very large trend towards centralization of information, after all, having data concentrated in a single safe place greatly streamlines the workflow.
Another factor of cloud storage that contributes to its dynamic aspect is the accessibility of information via the internet, allowing remote and computerized management of the personnel department.
As a result, monitoring the progress of activities and information also becomes faster. There is also the benefit of maintaining a backup in the cloud, providing even more security against data loss.
The use of the internet, big data and artificial intelligence to manage talent
The advent of the internet has proved to be a very powerful tool in talent management. Especially at the initial stage of recruitment, the online selection process has been increasingly common and effective when it comes to finding a good professional.
In addition, there are specific platforms to help managers manage the company’s talent after they have already been hired. They work by providing an analytical framework on which to base decisions.
This process can occur, for example, through the application of some self-assessments. So, through this data collection, artificial intelligence is able to identify talents that deserve to be invested, according to their personal performance and competencies.
Automatic control of working hours and payroll
Bureaucratic processes remain under the responsibility of the Human Resources sector. However, the future of HR shows a change in the way of handling these responsibilities.
When using a tool like, many bureaucratic processes simply disappear from the HR managers’ desk, due to the range of features that such a tool can bring.
for example, automatically fills in the payroll, allowing changes in a simple way, organizing the data in order to integrate them into a cloud storage, being able to work together with other management software.
Now that you know some of the types of tools that the HR Techs market can provide, here are the beneficial changes your company can have when using them:
What advantages and changes will the future of HR bring?
The advantages and changes that the future of HR brings are the flexibility of working hours , the change in the role of the sector, the focus on people, the appreciation of creativity and autonomy, as well as the improvement in collaborative work.
All these factors are positively influenced by the technologies employed within the sector. Therefore, accelerating the process of bringing technology into your company is always advantageous.
To better understand the features mentioned, follow below how each of them works:
1. Flexibility of working hours
The use of flexible working hours instead of traditional periods has been very successful among organizations and employees, being a great indication of what the future of HR will be like.
To establish this type of behavior within the company, the manager must establish what the tasks are , their deadlines and the goals to be met. This ensures that all activities are done, without as much rigidity as the hours.
With these well-defined points, the employee will have more freedom to define their own workload, which, when done in an organized manner, generates satisfaction and productivity.
2. Change in the role of HR
The future of HR brings a change in the role of professionals, where their contribution to the company is much greater and decisive. This leads to important results, putting aside the hours spent on bureaucratic processes .
In this future, the role of the HR professional is exclusively focused on people management, working together with the company’s top management, always seeking to bring profit through practices to increase productivity.
3. Focus on employees
Just as our motto is fewer processes, more people, so is the future of HR. Therefore, the sector tends to evolve towards a different type of journey for the employee.
With a focus on well-being and the experience that the professional will experience, the use of technology startups for HR that provide benefits , together with decentralized management, which gives autonomy to the employee, has been a way of taking care of the human capital of companies.
Happy and satisfied employees are more productive, so paying attention to them is investing in your company’s greatest asset: people!
4. Appreciation of creativity
As employees gain autonomy, creative solutions are more likely to emerge. However, this does not only occur in operational sectors, but also in strategic ones.
Creativity is valued in the future of HR as it requires the manager to have the ability to analyze, decide, and create very refined solutions.
Thus, personal development is highlighted because it is a reality where all employees will constantly need to be developing skills to deal with new technologies.
5. Change in the way of working in groups
Communication is one of the pillars of people management and, precisely because of this, it has received a lot of attention from HR Techs, which have developed increasingly complete software to favor the flow of work.
Coordinating teams remotely has become an easy function with the use of the right tools, which bring greater freedom of communication and interaction between employees.
In this sense, the future of HR has pointed to the formation of teams of extremely well-qualified and aligned professionals, who work remotely, and manage to bring maximum performance, even though they are far away.