Recently, we have seen amazing advancements in the fields of data analytics and artificial intelligence (AI). Despite the natural fear about the implications of automation for human employment, we think that companies – and the people who work in them – are entering an exciting period.
In many elements of the way, HR teams serve the people in their businesses, intelligent, data-driven HR analytics tools are revolutionizing the way they work. Not only that, but technological advancements are occurring at an alarming rate - at a rate that could not have been predicted even only five years ago.
So, in just a few years, the way HR teams operate will very certainly be much altered. Some aspects about the future of data-driven human resources are obvious, even in the middle of this uncertainty. My top three guesses are as follows:
People who work with HR dashboards will have a unique job in this data and AI-driven world.
IoT-enabled devices and HR systems are only going to keep getting more common. This means that the way human resources work is going to change, just like every other part of the company.
Changes in the world of work are making it hard for HR teams to find a good balance between technology (especially automation) and how humans will be used in businesses of the future. It's not about keeping up with technology and learning new skills like HR data analysis, I think. It's about finding a unique place for people in the organization and in the HR team itself.
As a result, the HR teams of today need to think about what HR will look like in the future, as well as what can be automated and what can't be automated. In the future, they'll need to figure out how HR will help their business.
Honestly, it’s unlikely we'll ever get to the point where the HR department is no longer needed at all. But in the future, HR's job will shift away from more administrative tasks like hiring and firing people, which can be easily done by machines.
Instead, HR will focus on activities that help the company reach its goals. HR needs to providereal value and benefits that can't be provided by any other part of the company. HR can't do that for other parts of the company.
The human resources department must take the lead in dealing with automation.
You can't get away from people analytics software anymore. Because of this, it is critical for everyone, in every profession and every sector, to evaluate the ramifications of our more automated environment, as well as how automation may affect their current and future career and employment chances.
Particularly relevant for human resources teams. Apart from navigating their way through this new environment, human resource professionals are also responsible for ensuring that the team members who work for them have the necessary skills to assist the company in its future growth. You should not get too concerned if you are a human resources professional who is unsure about how to handle this performance management. They will assist you in identifying your specific function within the firm and in advancing your personal growth.
Take into account the future of your job: Consider how much of your daily routine is monotonous and might be completed by sophisticated algorithms or robots. A broad variety of human resource tasks may now be completely or partially automated with advanced analytics.
However, computers continue to struggle in areas such as creativity, problem-solving and dealing with people on a human level – all of which are necessary skills in the human resources industry. These are the areas where human resources can make a big contribution to the company; thus, it makes sense to perfect your skills in these areas and redefine your function to include more of the duties that robots or algorithms cannot do.
Develop your data-savvy skills: You don't need to become a data scientist, but you need to know how data can help you solve problems, improve efficiency, and make your employees happy. In the information age, the best way to be successful is to show that you can use data in new ways and solve important problems.
Make friends with your AI coworkers because AI is being used at a very high rate. We can see this because of the huge popularity of AI assistants like Alexa and Siri. If you work at a place where this kind of technology is becoming more common, you might be worried. When it comes to AI, HR teams should be the ones who embrace it and show how working with AI systems can make things easier and help with talent management and workforce planning.
It's going to be a terrific future for human resources to be data-driven and smart.
After working with a variety of different HR teams over the years, I've discovered that the world of statistics and numbers isn't precisely what gets the typical HR professional's pulse racing. The majority of human resources professionals enter the field because they are innately people-oriented — they are interested in human contact rather than data analysis. So, if you're worried that you'll have to become a data scientist to maintain your job, you may rest assured. On the contrary, many consider the reverse to be true.
Many of the AI and machine learning techniques that are now being developed will make it easier for us to analyze human resource data and derive important insights from data sources. Because human capital analytics will evaluate data and produce new ideas, they can spend their time and attention on what they do best: speaking with people.