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  • Writer's pictureMarc Primo

How Today's Human Resources is Shifting

This is an article 'How Today's Human Resources is Shifting' by Marc Primo

Over the past few years, the role of human resources (HR) in the corporate world has grown and changed significantly. Indeed, a robust and mission-driven HR department is essential to running a successful business today, possibly more than ever. Yet the ever-expanding standards of responsibilities within the HR spectrum that include finding top personnel, influencing a company's culture, developing better leaders, and upholding ethical and efficient corporate regulations have evolved to more holistic functions.

Here, we'll look at modern HR trends that HR professionals can use to support their people and organizations.

Pinning the tail on diversity

Perhaps the primary focus for most HR departments today is centered around the issue of diversity. Following the unfortunate incident concerning George Floyd and the subsequent Black Lives Matter demonstrations, businesses across the United States were forced to address their biases. This included issues on racist hiring policies and hostile work environments for black, indigenous, and other employees belonging to minorities.

In response, many companies developed employee diversity and inclusion training programs and pledged to implement more equitable hiring procedures. Clients, consumers, community members, and employees all want to see outcomes as a result. Companies today frequently publish diversity reports and other findings to show the success of their initiatives and foster an inclusive culture.

These days, human resource (HR) supervisors have a vital function in cultivating variety and incorporation within establishments. Their task involves crafting regulations and behaviors that endorse balanced chances, tackle partiality, and nurture an all-embracing professional milieu.

Hiring talents and keeping them happy

In the realm of Talent Acquisition and Retention, it is fascinating to observe the evolution of terminology and its implications on the intricacies of HR practices. Looking back four decades, the term "Talent Acquisition" wasn't commonly used; instead, the process was simply referred to as "Recruitment." Similarly, the phrase "Human Resources" was often interchangeable with the "Personnel Department," underscoring the shift in how workforce management was perceived.

However, irrespective of the semantics employed, the central challenge of HR managers remains constant: the quest to attract and retain top-tier talent. Organizations must meticulously devise strategies that effectively entice, evaluate, and seamlessly integrate qualified candidates in today's workforce landscape, where competition is fierce. But the scope of responsibility extends beyond recruitment. Following successful placements, HR managers must pivot towards nurturing employee engagement and devising retention tactics. This dual objective involves curbing high turnover rates while concurrently nurturing a workforce that embodies proficiency and enthusiasm.

For entirely or partially remote organizations, sustaining remote employee engagement and fostering a positive company culture requires innovative approaches. With the absence of a physical office and regular interactions with colleagues, employees are likely to feel disconnected or disengaged, especially new ones. Virtual meetings, social events, employee surveys, and enhanced internal communication are pivotal to maintaining connection and engagement. Still, avoiding overwhelming employees with excessive online interactions, commonly called Zoom burnout, is essential to seeking a communication balance that suits the team's needs.

With this, employee well-being has become a significant concern as employers now recognize its direct impact on business success. Yet, well-being and mental health may waver during challenging times. To enhance health and wellness, company leaders should expand employee assistance initiatives, incorporate mental health days, and provide counseling access alongside holistic health plans – most of which have become a growing corporate trend.

Enhancing the Employee Experience

In a recent global survey, 47% of HR leaders across 60 countries prioritize the employee experience. Central to the employee experience are aspects like professional advancement and resource accessibility, crucial elements that employers must factor in to attract and retain top-tier talent.

To attract and retain talent, employers need to focus on the following insights:

First, employees are more likely to leave companies with a lack of clear career paths. Only a quarter of employees feel confident in growth opportunities within their current organizations. This underlines the need to emphasize internal career options, especially in remote and hybrid work setups.

Additionally, the rise of "employee experience" managers is notable. These professionals ensure access to internal opportunities and resources, adapting to the communication challenges of remote and hybrid environments. They play a crucial role in maintaining employee engagement and connection.

Embracing Automation, AI, and ML

It's also important to highlight the surging inclination toward integrating cloud software to streamline HR workflows. This trajectory of workplace automation is anticipated to persist, permeating sectors that have traditionally shown restraint in embracing artificial intelligence (AI), machine learning (ML), and automation tools.

While numerous companies are already utilizing software for recruitment and employee onboarding, these procedures are still undergoing heightened digital transformation on a company-wide scale. Particularly prominent is the expanding prevalence of automated onboarding tools, streamlining, and enhancing the employment process for both employers and recruits.

Then there's also the trajectory of the most advanced HR software. These tools are projected to sustain business momentum, with even small-scale HR operations gaining from technological innovations and cloud-centric computing. In other words, automation, AI, and ML technology will soon encompass tasks like remote hiring and onboarding of fresh hires.

Given the rapid progress of software technology is fundamentally altering the HR domain, managers must adeptly respond to this technological evolution, encompassing artificial intelligence, automation, and data analytics. Their adept use of tech is imperative to refine HR processes, elevate decision-making, and enhance employee experiences while upholding stringent data privacy and security standards. Reflecting on this, AI represents a novel development that companies have observed over the years – a continuum of technological shifts that has now culminated in AI.

The Architects of Success

HR's scope extends well beyond policies, now involving a nuanced balance between established regulations, emerging technologies, evolving business requisites, and the ever-heightening expectations of employees. This multifaceted dynamic underscores HR's pivotal role in steering business success. As employee demands reach unprecedented levels and the competition for top talent escalates, HR professionals stand at the forefront of ensuring organizational prosperity.

Of course, HR's role always involves deftly navigating a complex terrain. Rapid technological progress and shifting business paradigms necessitate recalibrating policies to align with these changes while catering to evolving workforce preferences. Disruptions like war and the pandemic force organizations to adjust and present changes in how the workflow and staff should co-exist.

As employees seek holistic well-being, career growth, and adaptable work arrangements, HR emerges as a bridge between traditional practices and innovative strategies, catering to both business imperatives and employee satisfaction. Moreover, in the race to retain exceptional talent, HR professionals orchestrate an environment that fosters growth, inclusivity, and engagement. This entails positioning HR departments as architects of success who harmonize organizational trajectories with workforce dynamics.


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