Over the last years, artificial intelligence and related technologies have been developed exponentially and have gradually conquered the world of work, including HR. What other evolutions are in store for the years to come? Let’s zoom in on the 6 future standards to expect in the next 3 to 5 years for human resources.
→ Mapping and repositories will no longer be produced manually
Creating and maintaining a jobs and skills repository manually is very time consuming. Building such a tool takes between 12 and 18 months. What’s more, given the rapid evolution of jobs and skills, it is usually obsolete before it is even completed – and the same is true when it comes to updating it. As a result, HR never has truly up-to-date tools. This method is both costly and frustrating. To overcome this, more and more organizations are turning to AI to automate these tasks and access up-to-date results in real time. Given the clear benefits they are seeing, it is a safe bet to say that in the coming years the use of technology will be the new standard for all.
→ All HR data will be systematically digitized
HR data are multiple. It is made up of figures (salaries, number of FTEs, etc.) but also and above all of texts (job descriptions, training content, annual interviews, etc.). This data is extremely valuable in enabling organizations to align their HR strategy with their business challenges. As a result, more and more organizations are adopting a data-driven approach to managing their human resources. However, they are still limited in this exercise as most of the data is scattered in paper files, Word, Excel, PowerPoint and PDF files or within HRIS. Given its strategic dimension, HR data will be digitized and standardized in the future.
→ Individualization of HR development will be the norm
Just as companies are individualizing their customer relationships, individualizing career paths and training for each employee will be the norm. For this too, leaders and HR teams will rely on technology to achieve their goals. Thanks to the data processing capabilities of AI, they will be able to link all the components of the HR universe (jobs, skills, training, employees) in real time in order to take more relevant and effective actions.
→ HR will have gained considerable analytical maturity
In view of the possibilities offered by artificial intelligence today, the HR function is already rethinking the contours of its missions. The reactivity of teams to address internal issues is increasingly challenged and the standards of HR positions are changing. To keep up with these changes, HR departments are already starting to learn about data and AI. In a few years, HR will have gained maturity in their understanding of data issues and their mastery of tools.
→ HR will have adopted a true ROI approach
After the ROI transformation of the Marketing function almost 10 years ago, it is now the turn of the HR function to rethink its ROI. Just like the activities of their colleagues in Marketing, the activities of HR teams will be driven by data and highly correlated to an ROI logic. It is thanks to the evaluation of their actions and the communication of their results that HR will be able to mobilize and involve the organization in their transformation.
→ HR will bring a prospective and dynamic vision of the business
Understanding how jobs are evolving, what the consequences are, and what needs this raises: anticipation has become the watchword of tomorrow’s HR, and mastery of HR data and its management are essential. As HR gradually begins to take on the role of forward-looking business partners, they will enable organizations to gain a more detailed understanding of their challenges and activities. In the years to come, this link will be strengthened and they will be more and more proactive on these issues.
Illustration credits: https://www.istockphoto.com/fr/portfolio/RobertGoudappel