The great majority of businesses consider their HR department to be a low performing sector within the company. According to the latest conclusions, HR managers agree with this estimation and believe that the trend of hiring CHROs with no actual education in this profession and continuity of aggressive growth plans is undoubtedly an unfruitful approach.
They also consider data to be a vital aspect of their future growth. When compared to the year 2014, the majority of 3,300 companies surveyed agree that their HR department showed very little improvement and almost havent contributed to the innovative solutions and programs within the workplace.
This is why it is crucial for HR Officers to understand the importance of data and internet of things, and how it will affect their work in the not so distant future.
The Internet of Things
By the end of the year 2020, there will be more than 50 billion devices connected to the Internet. The great majority of them being mobile devices. This trend, or even revolution if you dont mind the term, will significantly change every aspect of our lives, let alone our jobs.
The HR department is no different. We have yet to realize how people will search for jobs after the year 2020, with digital aspects continuing to develop within every sector and every industry, we have to be prepared for some drastic alterations.
Our entire infrastructure will change, processes will become more automated, and what better proof does one need after the innovation that Epicenter, a high-tech office block in Sweden, implemented at the very beginning of this year.
The workforce within this company is encouraged to undergo a procedure that allows them to access all company districts and machines without any physical contact. The trick is they need to implement a microchip in their hand which afterwards sends out a frequency to connected appliances and door security systems.
It is of vital significance for the HR Officers to start adapting to the latest trends and to keep adapting continuously.
The Latest Trends in HR
The impact that LinkedIn left on the world of the professional workforce is just a beginning. Big Data is constantly influencing not just vital verdicts of company holders but also decisions within the very workforce on a very small scale. Companys needs and plans are predicted with an astonishing precision and now we are transparently aware of vital information such as who should be hired, when and for what period of time. Not only that but it is equally transparent how much will the end cost of hiring that individual relate to the results and how scalable that figure is, ultimately.
The flexibility of remote work has changed the markets across the globe. Companies choose to outsource as many jobs possible, especially the ones that they dont need handled on the regular. This policy is influencing HR department the most, since the fluctuation of the workforce is presenting a serious time consuming problem. Depending on the size of the company of course.
However, we have to count on the fact that our future employees will have the same access of the globally open market to look for other opportunities, which means that companies and HR Officers will have to be more competitive when acquiring talent. That includes providing remote workforce with more flexible work hours, expanding benefits and overall establishing a long lasting relationship in which the opinion and benefit of your most gifted employees will always come first.
The governmental regulations and politics regarding the Internet of Things and its correlation with companies will without doubt leave an effect on the HR sector as well. There is certainly a demand for responsibility when it comes to privacy and safety in the IoT world, and governmental support for technological advances will present a complex issue.
It is yet to be determined how will the HR department face liability and consequences that new technologies will present in the advanced communication and grading systems and those laws will most probably differ between companies. Who will be held accountable for which actions will become a complex question with no universal solution.
The Conclusion
We are way past implementation of advanced search and screening techniques. In the modern day and age the career of a HR Officer, as a professional highly dependent on constant communications and micromanagement, will exceed every limitations known this far and will certainly become a vocation that will continue to change and progress.
After all, the humans, our prime resources, are changing along with the world of Internet of Things and it is up to us to try and keep up with the development.
