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HRM is a crucial function of the organisation structure which can only be performed by the experts in the domain of HR. There is no doubt that the technology is advancing and the industry is evolving, but so are the HR professionals. Humans have the ability to adapt to change and function in the most authentic way. The H factor in HR is going to remain and cannot be executed by anything other than humans.

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Post pandemic, things are changing rapidly, every 6 months we can clearly recognise the change in dynamics of a workplace significantly. Earlier, big corporations were quite adamant in accepting resolutions to make changes in shorter time period. But today, they acknowledge every tiny factor that may impact their day to day operations and going by the principles of agile methodology they're happy to inculcate the advancements. Future of HR will definitely revolve around collaboration with Artificial Intelligence. Just like in IT industry, if we don't upgrade our skills, we can see the exit door approaching real quick. Similarly, for budding HR professionals it becomes mandatory to have agile mindset and learn the latest technologies to increase their competencies rather than panicking every moment about loss of HR related jobs.

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With the current growth in technology, the HR function will develop in a manner that cannot be predicted today. Although, the technology has made us adjust to the combination of both human and technology interaction, HR will need to become even more human centric in order to put forward the empathetic side of a person to resonate with the human emotions.

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Rohan Dhankhar D42

Businesses must quickly adapt as disruptive forces are drastically altering how people live and work. However, there are a few areas where the rate of development is still not keeping up with the brand-new business realities. Chief HR officers and their teams must take the lead with agility and sustain exponential value for the future of human resources.

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The future of HR, just as the future of many other things that have shaped up and made their space in this era would be full of ups and down, wherein, on one hand, the human brains may be getting defeated by the AI that has slowly and steadily started creeping into the market but on the other, the world would still be feeling the essence of a human touch at the workplace. No matter how advanced we become, we would still have human relations on top of all. And as long as we are ready to acknowledge the fact that human relations would be dearer to us, the roles of HRs in the corporate space would be relevant and prominent.

we must never wash away from the fact that all managers are HR managers and that's how we would be seeing the fruit of a better and healthier work environment for everyone.

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HR Analytics and Big Data  applying business analytics methods to the collection and analysis of human resources (HR) data is known as human resources analytics, or talent analytics.
Offer acceptance rate, turnover, absenteeism, and other metrics can all be used in HR analytics. An organisation must comprehend its business objectives and choose appropriate KPIs in order to put this into practise.
HR analytics provide measurement of the impact of HR efforts on the objectives and plans of the company.
Today, a key component of recruiting is the use of analytics and data-driven procedures, which have infiltrated the employment process. Predictive analytics is increasingly being used by recruiters to identify patterns and trends in resumes, applications, tests, and even the social media profiles of applicants.
Predictive analytics are used by HR departments to be proactive in evaluating, projecting, and foreseeing events or candidate behaviours based on real data.

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Hybrid Workplace and Remote Working-
While companies can save up on the real estate and infrastructure costs when employees work remotely, employees appreciate the chance to avoid long morning office commutes and looking after
their homebound kid

Gig Economy
A Gig Economy is defined as a labour market characterized by the prevalence of short-term contracts or freelance work instead of permanent jobs. Broadly defined, it is the talent acquired for a specific period. It comprises independent contractors, online platform workers, contract firm workers, on-call workers, and temporary workers.

Big Data and HR Analytics
Human resources analytics, or talent analytics, is applying business analytics techniques to collect and analyse human resources (HR) data.
Some of the metrics for which HR analytics can be used are: offer acceptance rate, turnover rate, absenteeism, etc. To implement this, an organization needs to understand the business goals and identify metrics to achieve those goals.
HR analytics help measure how HR initiatives are contributing to the organization’s goals and strategies.
The use of analytics and data-driven processes have permeated into the hiring process and is a crucial part of recruitment today. Recruiters are now using predictive analytics to gauge patterns and trends from resumes, applications, tests, and even candidates’ social media profiles.
HR teams use predictive analytics to stay proactive in assessing, anticipating, and pre-empting
outcomes or candidate behaviours on actual data.

Artificial Intelligence and IoT driving HR Tech
Organizations use HR Tech to schedule interviews with candidates, hold video interactions for screening, enable them to transact and communicate with the
Organization.

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It is an unsaid fact that any organisation will work better and will grow only when there is healthy work environment and mutual respect and understanding between the employees. Hence HR role is very important and a necessity.

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It is an unsaid fact that any organisation will work better and will grow only when there is healthy work environment and mutual respect and understanding between the employees. Hence HR role is very important and a necessity.

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Change is a need of every sector and HR is not untouched by this changing environment. The earlier role of the HR manager was very narrow but now with the changing needs of the organization HR has a vast role to play. As it is popularly said "Change is inevitable. Growth is optional." HR has evolved from recruiting employees to recruiting, training, counseling, and agreeing upon salary. It doesn't end here  HR also conducts employee feedback and reviews to ensure employee satisfaction and loyalty. In the future, HR professionals will be required to meet the needs and preferences of employees whether they work from home or elsewhere. HR will become more dynamic and pay more attention to employees' overall growth. New skills like data analysis and remote work development will be crucial for success in this sector. With the advancement of Artificial Intelligence and Machine Learning, the work of HR would be a helping hand but the work of HR is going to be more with getting engaged with employees with empathy which cant be done by AI.
Thank You.

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HR is a field which has to be constantly updated and ready for change as the time moves forward. Rigidity can sometimes leads to the failure of HR department. It is field that will never be eradicated from the any sector. For the sure the role of a HR has changed from just being a hiring people to managing them advising the hire authorities regarding what kind of employees will be suitable and how to retain the employees in the organization. If we come to todays need it is all technological oriented he/she has to technically sound the meet the demands of the industry.

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As the future is very hard to predict, HR will always be necessary. There is and will continue to be the creation and diversification of HR job roles. If HR continually evolves according to the time, it will remain important.

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HR teams will modify employee benefits.

The pandemic caused employees to demand a whole new set of employee benefits and working arrangements. As employers seek to provide the best possible healthcare and benefits options for their staff, they should keep their employees’ new needs in mind. For example, perks like free lunches and commuter benefits have become irrelevant, while employees are starting to prioritize other benefits like healthcare and wellness programs.

“Enable flexible work, whatever that means for the individual,” .“Some parents of young children, for example, might need to juggle childcare and work during the day, and being able to work in the evening instead could be one less stress. A key point is that everyone has their own unique circumstances, and you’ve got to open those conversations, listen and take actions that are supportive.”

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Enterprises are fundamentally shifting with new business models, technologies, and changing expectations of and by he workforce. Often, HR teams are left straddling the needs of the legacy organization while planning for the needs of the future.

This creates unprecedented opportunity for HR to play a new and vital role in shaping the way enterprises compete, access talent, and show up in the communities where they operate. Enterprises can compete and succeed by changing entire business models in the field, product and services development, sales, production, leadership teams, and back office. And, of course, in the HR suite.

Many HR leaders have renamed their functions, using terms such as "employee experience," "people," and others to signal a shift in brand. Words matter, and this isn't the first time that the rebranding of "HR" has happened at major inflection points in the history of the function.

- The future of enterprise
- The future of workforce
- The future of how work gets done

Of course, a fresh brand can easily backfire without fundamental changes to the business outcomes that HR drives. The challenges that come with the three futures described above are plentiful. Yet with challenge comes opportunity, and HR has the chance to drive tangible impact as organizations face the futures of enterprise, workforce, and how work gets done.

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Data driven HR, functioning mostly on AI lies in the future. The role of HR will include a whole new dimension of chatbots and digital database instead of manual records. It'll still need the empathetic side of a HR manager though to resonate with the human emotions of the employee and ensuring their well being and work efficiency.
Additionally, automation in work will bring in employees who prioritize work-life balance and flexibility in working hours.
Overall the future of HR looks promising as no company would ever function smoothly without its employees and HR ensures the goodness of these employees

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As organizations adapt to the new reality brought about by COVID-19, they are faced with a range of challenges, including the disruption of automation and the changes brought about by virtual working. Up until 2020, the trend of working remotely was slowly increasing in popularity. The world went into lockdown in response to the events of September 11th, and as a result, many companies had to furlough or lay off thousands of workers. Many of the latter have had to reskill in order to find new jobs. New roles and skills are now needed, as well as the realization that the current workforce is not necessarily the necessary workforce of the future in terms of shape, size, skills and organization. We are also seeing significant attitude changes as different generations want and expect new things. from work, including purpose and well-being. There is no hackneyed textbook, and no one has yet written a new one. While CEOs and HR managers do not fully agree on whether HR has provided the leadership needed to respond to this humanitarian crisis, they do agree on one thing; If human resources are to respond more effectively to future disruptions, they need to completely reinvent and transform themselves. He/she must stop being responsible and become a driver of value—and he must be heavily involved in the creation of this new operating guide.

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We live in a world where everyone is constantly connected. In a recent study, it has been found that 78% of the companies believe that big data is likely to fundamentally change their operations over the next three years. And HR is no exception. With constant change, HR also has to evolve accordingly. Modern HR systems rely more than ever on automation, analytics and predictive abilities. Using workforce data enables HR to make decisions that drive both better business and people outcomes. There is and will continue to be the creation and diversification of HR job roles. such as HR analytics, strategy building, remote work development, etc.

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Workers want more. Even today, employees’ expectations for their work extend well beyond pay and compensation and over half of employees say want a better work-life balance. Workstyles are expected to continue to significantly shift as a result, largely driven by Gen-Z. To meet with these new employee expectations, HR will need to become even more People-focused, employee-centric and they’ll need to really think about how they put the ‘human’ back in HR.

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With the exponential rise in technology, information, data and need of precision, the HR function has to grow in a manner that cannot be predicted today. Techonlogically agile, socially sensitive are the obvious changes but to manage people whose jobs are yet to be defined, whose problems are yet to be discovered, is not something that can be predicted. All that I believe is, HR has to be a chameleon function to be effective.

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HR in future is a developing area with tech involved in it. HR will need to quickly acquire vital skills on demand, when and where they are needed, as a result of growing skill gaps. Numerous technologies are changing both how employees are supported by HR and how people do their work.

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The HR Manager must have prior experience at the BP/Manager level, preferably in the professional services sector. They should ideally be CIPD-trained and degree-qualified and have substantial ER experience. The ideal applicant will have superb attention to detail and be a good communicator at all levels. They will have a strong drive to succeed and will be proactive and self-assured.

Gen Z workers are well-versed in regular communications and vital notifications as the tendency towards a digital workplace increasingly grows. In order to keep up with their rapid evolution, human resource platforms are also changing. Cloud to mobile, analytics to aggregates, quantitative to qualitative, and work-based to behavioral economics are just a few of the changes that will occur in HRMS in the future. The knowledge it will provide will benefit workforce management more generally.

Organisations are gradually shifting towards new practices by the virtue of ever dynamic factors such as technologies, better business models, etc. Hence, HR teams are expected to cater the needs for the future of workforce aligned with the business and other relevant talent strategies.

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Although future of HR seems to be leaning towards AI and technology driven, in my opinion the basic human touch will never be taken over by machines. Machines can take over basic functions of HR with the help of AI but to drive the functions and add value to it, human interaction will always be imperative.

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Future of HR is unpredictable, though AI is the buzzing word in field of HR, and there is talk how its going to replace HR in no time, in my opinion, HR is related to the management of People, and where there are people, there are different opinions, and when there are different opinions, different actions are to be taken, and those actions could only be taken by a human being. So,all in all, NO, AI wont be able to replace HR successfully.

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The future of HR lies in digitization and artificial intelligence. We can already see a change post pandemic, where the use of chatbots became more frequent and many companies adopted artificial intelligence technologies for basic functions of HR.

With the huge generational differences that we will witness in the coming future , it will be very essential for HR managers to build a conducive environment, which will incorporate ideas of all generations, so as to resolve conflicts and help in the smooth functioning of the organization.

It is very important to understand that though the future of HR lies in technology, we cannot eliminate the need of HR managers altogether, the technical aspect can be handled by AI, yet the comprehension of human emotions and conflict resolution cannot be done by machines.

As line managers are essentially learning few aspects of an HR manager, which is relevant to their functioning, one might think that this would make the role of an HR manager redundant. But , this is far from reality. The role of an HR manager is going to remain the same if not more , as a line manager cannot survive without an HR manager in the coming future. The role of an HR manager goes beyond the basic functions, it deals with the complexities of the organization.

With the massive change we are undergoing and will continue to undergo in the near future, the role of an HR manager is going to expand significantly and hence as an HR manager one must equip oneself with the latest developments.

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I would like to get straight to point about future of HR. Its immense given the advancement in technology . Earlier HR revolved around purely on the basis of human interaction but the technology has made us adjust to the combination of both human and technology interaction, from shortlisting of employees using AI to counseling from individual HR managers we have grown a lot .. I believe no matter how much technology grows, human interaction and understanding of human psychology are going to be constricted to person to person interaction with an added advantage of fast analytical tools which would give the HR managers a broader spectrum of analysis which would improve the quality of execution of their work ..

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FUTURE OF HR (Anjana Radhakrishnan D_07)

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FUTURE OF HR (Anjana Radhakrishnan D_07)

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William Shakespeare in his poem 'All the World's a stage' wrote "All the world’s a stage, and all the men and women merely players". That means there has to be someone skilled to direct and support these actors for the best performance.
The role of an HR can be symbolized as this skilled individual, a specialist who can handle the complexities of the men and women within an organization.
In these changing times with greater diversity inclusion, organizational demands, sophisticated technological uses, the role of an HR too will witness a great shift.
Three of the greatest challenges the HR community will face are- Automation, diversity inclusiveness and mental health management.
To navigate through this it is imperative to identify innovative techniques among the HR such as considering the employees as 'bundle of possibilities', align knowledge with technical skills , create trainings for diversity acceptance and create a positive working environment.

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Future of HR in my opinion is vague,as the technology is hijacking mainstream profiles.In no time AI will be taking interviews, recruiting, training.

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The essence of human resources is the management of people as resources. According to me, this is a constant, but it's inevitable that technology will advance and result in the automation of the majority of work responsibilities. Nevertheless, there has been, is being, and will continue to be a necessity for humanising every aspect of company. Therefore, it is crucial to adapt to trends. As a result, the future of HR relies around keeping up with modern technology and harnessing its prowess to make the processes involved, more productive. To sum up, the human resources industry must constantly advance and adopt new methodologies in line with the latest technological trends.

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As  said in one of the greatest philosophy that "change is the only constant thing in the world " . So in this changing word choosing right person for right job is really important .
So for that the role of HR actually becomes very crucial as important

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The future of HR is closely related to the word "CHANGE." In a world that is changing swiftly, HR will need to be extremely adaptable and constantly learn new skill sets and human resource knowledge. The object of the game is to use other players to your advantage. As the next big thing in the industry, using AI and ML requires a people manager to have outstanding people management and analytical skills. The future of HR is full with chances to learn and grow in a world that is changing swiftly.

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A manager must be able to maintain the process of learning and unlearning in order to keep up with the constantly evolving trends due to the rapid rate at which we are developing in the age of digitization.

No matter the profile or industry, all executive positions are ultimately about people. Therefore, a manager's ability to handle people is crucial.

A manager needs to be able to handle the ups and downs associated with their team, the team's customers or clients, and how the clients view the business from the outside. As demonstrated by "The Evolution of Work," the nature of work will continue to change and, as illustrated by "The 5 Generations in the Workforce," this will result in new issues. Giving yourself the right managerial tools makes you more likely to be a dependable leader and a long-term contribution to the business.

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Change is inevitable and the only constant. It is necessary to revamp your system with time and so is the case with HR . The name HRM has 'human' in it. Humans are too complex, uncertain and volatile to be managed by an Artificially Intelligent machine, and so is the world. I think, in the future, repetitive tasks will be automated, but complex problems will still require an HR manager's expertise

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The past few years have redefined the Human Resource in more ways than one.
While 2020 pushed industries to panic and forced them to evolve, 2021 was the year of restoring balance with informed strategies while dealing with the aftermath of the global COVID-19 pandemic. With things getting back on track, the workplace is evolving into a more suitable approach for its employees and their productivity — the hybrid work model.
Diversity, equity and inclusion have been buzzwords in most organizations for a while now, and rightfully so. DEI initiatives are a part of addressing bias, discrimination, harassment, unfair wages and other issues at the workplace. The need for DEI has also increased with the evolving work models

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Div B

The role of HR has completely transformed post-pandemic. How should HR professionals prepare for the future? What kind of HR jobs will be there in the future and the major trends that will change the global HR

1. Remote work practices
With an increase in remote working, the new HR will have to adapt to the diverse work situation. Training and development practices will become much more personalized and available through remote devices. Slack and Microsoft teams will be used to increase productivity and engagement. Remote work and HR Tech will go hand in hand.

2. Data and AI
This is probably one of the biggest trends that will change the shape of future HR.  Despite concerns that AI is going to replace humans,  HR will largely benefit from this technology.  Big data helps to increase the value and efficiency of the CHROs. Also, HR Chatbots are becoming a vital part of the HR departments.  They can analyze and organize people-centric data for seamless attendance management, payslip generation through conversational interfaces.

3. Inclusive culture and gig economy
If you are not familiar with the term gig economy,  here’s what it means.  The gig economy works on short-term contracts or freelancers as compared to long term jobs.  This is becoming increasingly rampant in every industry across the globe. Thus, HR will have to reevaluate its current practices to form a more inclusive and diverse culture.

4. Employee experience
It is no surprise that the future of HR does depend on employee and user experience. Conventional employee engagement tools will be reimagined to make the employee experience a competitive advantage.  Moreover, large scale implementation of employee experience platform is correlated to the organizational business outcomes.

5. Focus on cybersecurity
With an increase in the use of data, cybersecurity will be one of the major challenges for future HR.  New cyber security and WFH policies will be formed to overcome issues such as data confidentiality and employee privacy. HR head KPIs will also change as they will play more strategic rules when it comes to change management. Finally, Anupal Banerjee, Chief Human Resources Officer at Tata Technologies says,

“Having a secure remote infrastructure has never been more important. Companies with large remote workforce may open themselves up to Ransomware attacks. Large employers must setup strong cybersecurity practices soon.”

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The future of HR will be more human-centric, data-driven, and technology-centric. The role of HR is challenging because HR needs to maintain and find a balance between people and technology. Covid's pandemic is changing the  HR situation and  is constantly evolving. HR professionals need to be tech-savvy, empathetic, and adaptable.
Technologies that underpin the future of HR include AI, ML, and data analytics. Data is a new future. Cyber ​​security is the most important parameter for ensuring employee privacy and data security, as everything revolves around data.
When Covid's pandemic introduces hybrid models to the world, many such challenges await and there are learning opportunities.

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HR is one of the most important department in any organization. According to me HR is the department which every organization needs.

HR is the department which deals with hiring and on-onboarding of an employee. The person you select as an employee matters the most. Even after the technical round (If it's a technical background) it depends on the HR associate if he/she wants to select the person for the position.

For the future , every every manager is a HR manager, which is very true, just because in an organization the manager of the floor or a service of a shop has to evaluate his employee and hand over the work accordingly. And as according to social media these days, it's the best way to reach out to any individual. WFH has been the norm as per the last two years, which i feel is very good as the organization is saving resources both financially and physically. For me internet is the future, and i guess a lot of working  professionals feel that as well. As we all experienced in the pandemic social media/internet/ WFH can be the future for every manager, nit just HR.

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Shreya Sulagna Pattanayak, Division C_50

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Shreya Sulagna Pattanayak, Division C_50

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As we are advancing into the future so many new opportunities are knocking at our doors and so many of us are grabbing these opportunities also creating their own which results in a very diverse work place environment where there are so many individuals having different values, work ethics , attitudes and personality belonging to different generations which creates a plethora of ideas and opinions and the most important thing is to manage all this is a competent management system and managers or more specifically HR manager which will help individuals to come together as a team in bringing up new and unique ideas which will help the whole organization.

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The future of HR will be dynamic; the roles provided in HR management will keep evolving and will not be limited just to recruitment, training etc.  The use of AI and ML is the next big thing in the industry which can be expected from the people manager who has strong people management skills and analytical skills. The future of HR will be full of opportunities to learn and adapt to a rapidly changing environment.

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Future of Hr- Kanishka Sharma A_26                   The future of HR is closely related to the word "CHANGE." In a world that is changing swiftly, HR will need to be extremely adaptable and constantly learn new skill sets and human resource knowledge. The object of the game is to use other players to your advantage. As the next big thing in the industry, using AI and ML requires a people manager to have outstanding people management and analytical skills. The future of HR is full with chances to learn and grow in a world that is changing swiftly. 

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Future of Hr- Kanishka Sharma A_26                   The future of HR is closely related to the word "CHANGE." In a world that is changing swiftly, HR will need to be extremely adaptable and constantly learn new skill sets and human resource knowledge. The object of the game is to use other players to your advantage. As the next big thing in the industry, using AI and ML requires a people manager to have outstanding people management and analytical skills. The future of HR is full with chances to learn and grow in a world that is changing swiftly. 

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Due to the pandemic’s effect on the economy, organisations were quickly forced to transform and adapt to the new normal in order to survive. It is vital that HR evolves and transforms across every element of the HR lifecycle to meet a new set of organisational needs. The pandemic is not just a public health crisis – it’s also an economic transformation where products, services, customer experiences, and physical work locations may change. While new technologies can help immeasurably when viewed as a tool to contribute to well thought-out change, organisational objectives and priorities, that alone will not be enough. Resilient HR means that HR professionals and leaders, are set up to quickly enable this transformation – not only helping people come back to work, but also helping the company transform in the fastest, most positive way. HR leaders should therefore develop a strategy that encompasses the enhancement of their own HR competencies, future workspace, engagement, employment relations and resilience. The execution of the strategy will assist to strategically position and prepare the organisation to effectively deal with future work challenges and developments.

A range of avenues for future research can therefore be identified. First, research could be broadened to obtain more insight into the future of HR. Second, case studies can be conducted to investigate the views of public and private sector managers regarding their future expectations of their HR managers. Third, future research should also suggest a study using statistical methods to determine the relationships between HR competencies, future workspace, engagement, employment relations and resilience.

In conclusion, it is essential that HR must go beyond the here and now in order to properly prepare for the future world of work.

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The future of HR is surely going to change as we move towards more of a digital world, especially after covid pandemic. This especially means more of work been done online or hybrid work, if we really see. If we were to comment on the growth factor the in this field it is wide and deep, as it involves every aspect of how an individual works, gets hires and in the coming world the mental health will also take a more important part in the organization. Commenting on how it will go is really hard but we can surely say that every individual will feel more of a part of the organization as a big family, and technology and human analytics will go hand in hand making a better world and increasing the effectiveness and efficiency as a whole. Thanks.

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A neuroscience research experiment indicates a general preference for personalized HR solutions and the rejection of excessive automation. Furthermore, a high level of data privacy and the notion of HR as a supporting role in professional development were determined as motivating factors. On the other hand, automated access to non-work-related information, loss of employee privacy, and standardized HR solutions significantly decreased motivational levels.
Taken together, a number of experiments indicate that high performers might prefer to be assessed by an automated system to minimize the impact of personal relationships on their evaluations. Median performers on the contrary might prefer to be assessed by a person to compensate for the potential performance gap by establishing a personal relationship with their evaluator. At a higher level, the results of the experiments also show the importance of aligning emotions and behavioral incentives to optimize workforce performance and motivation

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Future of HR
According to me, HR role in future is certainly going to be as important as it is now because I feel that though the medium and techniques would change due to the change in lifestyle, culture, education, technology and notions but what would remain constant is the 'ability of managing resources and shaping them to give the desired results.'
HR is a role which seeks the professionals to have:
a) Strong Willpower
b) A Belief on the Team
c) Leadership Qualities
d) Patience
e) Perseverance
f) Resilient

The list may go on as the role is one of the most dynamic fields in the organization. When I say dynamic I consider various changes that would surely take place in coming decades or even centuries. We all acknowledge the fact that technology is the new science and will have its grip all over the industries making human labour nearly negligible. But that in no terms can illustrate or issue a statement that HR role too could be on stake or compromised. One must take into account that HR is not only responsible for hiring or ensuring pay checks been given etc., the role is also expected to manage the affairs in the organization to a level that CEO is free to take up other important tasks.
I have always been of the view that CEO can actually rest if the HR manager has a strong grit and commitment towards his work, because the job is such that he/she has to take major decisions in the company.

So, to me the HR role in the future would be as important as it is now and the role would still be considered as the most challenging and thriving in any organization.

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Today's HR department is a outcome of the industrial revolution Era.
HR department of today have a responsibility to plan for a future of technology and humans working together to accomplish business goals.
The tactics that HR department uses are changing day by day. The Great Resignation during the pandemic put the world into the position of chaos. The HR fraternity was most impacted by this trend. The trend of layoffs was also responsible for such challenges. The use of artificial intelligence for sourcing and screening talent as well as video  platforms for conducting interviews are recognized examples that promote the benefits of adopting technology within the HR function.

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As the world is transforming rapidly so does the HR department, which will going to give immense opportunities for businesses as well as for those who are associated with this domain.
In the near future, technology and human analytics both combined is going to increase the effectiveness of any organization manyfold.

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The future of HR will include strategic planning is managing workforce and will incorporate AI intensively to support the hr activities. However, the factor of human value will still require and HR manager, and thus the skills required will be that of personal and technological.

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It is often said that "change is the only constant" and this statement holds a lot of value when we speak of Human Resources.  Human resources are one of the areas where a constant change in diversity can be seen.  The role of HR now is not just limited to recruiting, hiring and onboarding employees but is more than that. It includes looking at employees' performance, mental health, safety and happiness. The use of AI and ML is the next big thing in the industry which can be expected from the people manager who has strong people management skills and analytical skills.
The future of HR will be full of opportunities to learn and adapt to a rapidly changing environment, but one thing which still remains untouched is emotional connectivity where humans play a vital role and the Human resource Manager holds an upper hand in these terms when it comes to understanding the issues which the employees are facing it today or may face tomorrow will always have the common interface, that is challenges faced by the employees and Human resources manager will always come into the play, hence the Future seems promising with abundant opportunities to exceed.

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The HR organization holds a key business asset wealth of data about the workforce. That data is used to produce a range of reports about the fundamentals of HR, from recruiting to training and retention. But the traditional approach to workforce data is no longer sufficient. HR finds better ways to leverage its data and use it to build an agile, responsive, and focused workforce.
HR professionals can not only review performance for a given job board or other recruiting channel, but they can also monitor how well employees hired through that channel perform once they are on the job and track the attrition rates associated with that channel.  HR quickly examines huge amounts of data to identify trends and patterns in workforce behavior and performance. In recent years it is observed that analytics has revolutionized decision-making in areas such as marketing and supply chain, and it has the potential to do the same for HR.

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Changes are vital part of an organization because it brings scope of improvement. The speed by which the world is changing..... with the inclination towards technology, artificial intelligence is the need of hour. This too implies for HR. I believe future of HR will be more data driven. Virtual assistance and chat box will soon be their best friends. HR in future will be including data analytics , artificial intelligence, machine learning. In future , HR manager have to be more people centric. They have to be flexible, adaptable, patience with future employee. The need will be taking machines and man , both parallelly.

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Some HR practices are definitely gonna change in the future, especially post covid. Although, AI and automation is going to take over the world, but I believe not all operations can be automated or can be done by artificial intelligence. It’s going to ease some of the work.
Many organisations are looking towards People analytics technology which is going to boost business and customer impact.
Data is increasing day in day out, and with this increase, cyber security would be the technology to look out for, and it is going to pose challenges for HR.

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The role of HR has witnessed millennial of changes throughout evolution of mankind. But it had survived and will continue to serve its purpose in future. Digital Transformation will be more utilised in hr practices. They can achieve it by employing digital platforms for screening, employees engagement, analytics. Employee processes can be digitized and automated using a chatbot. Using AI and natural language processing, these chatbots can answer the mundane and straightforward queries of employees. Many more benefits can be achieved by merging digital utilisation with human judgement in hr practices.

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Rina Dhorekar
C44
The HR of 2025 will probably have a hyper-personalized performance review system. This includes scrapping out the traditional yearly-reviews for real-time performance reports and personalized coaching. Further, employees will become the focus of attention and their ‘uniqueness’ will have to be recognized.
Even before COVID-19 hit the world, companies had recognized the need to adapt to remote working. Today, managing remote work motivation and culture is the number one HR issue. Working time and productivity are being measured through technology. HR is now expected to produce more result-based performance analysis compared to earlier times
Data and AIprobably one of the biggest trends that will change the shape of future HR.  Despite concerns that AI is going to replace humans,  HR will largely benefit from this technology.  Big data helps to increase the value and efficiency of the CHROs.The HR of 2025 will probably have a hyper-personalized performance review system. This includes scrapping out the traditional yearly-reviews for real-time performance reports and personalized coaching. Further, employees will become the focus of attention and their ‘uniqueness’ will have to be recognized.
Even before COVID-19 hit the world, companies had recognized the need to adapt to remote working. Today, managing remote work motivation and culture is the number one HR issue. Working time and productivity are being measured through technology. HR is now expected to produce more result-based performance analysis compared to earlier times
Data and AIprobably one of the biggest trends that will change the shape of future HR.  Despite concerns that AI is going to replace humans,  HR will largely benefit from this technology.  Big data helps to increase the value and efficiency of the CHROs.

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Ramandeep Kaur Grewal

Change is inevitable and the only constant.It is necessary to revamp your system with time and so is the case with HR .
HR is evolving at a fast pace. Soon the recruitment process would be done with the help of AI thus eliminating human interaction.
HR would be digitalised and technology driven in the future.

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As technology is changing and moving at a very fast pace, it tends to create demands of new types of job roles with many different types of skills set approximately in every four years. After every four years many new job roles gets created and few new skill sets gets in demand but between all of these the main objective of the HR industry remains the same, what changes in them is their ways and process of doing their job. Day by day in the field of HR new invention and innovation are done to keep up with the rising new technologies because HR managers still have few of the most important responsibilities to play in an organisation like to maintain the balance and coordination in an organisation , good relationship between an organisation and its employee , wellbeing of its employee etc. In the end all what lies in the future of the HR is evolution and growing with the help of the experience and knowledge from their old days.

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As the recent shift of work environment had shown us the immense possibilities, similarly the HR has developed and diversified to accommodate the current corporate needs by addition of data analysis, strategy planning for efficient remote working of employees. With addition of automation in every field, RPA is presently and can be more beneficial for the HR in future by replacing the manual work on repeated task performed by the professionals and freeing them for more productive and high value tasks such as employee engagement. Though RPA would require human monitoring of few processes but it is a beneficial tradeoff for obtaining better results and contributing to company's overall strategic goals.

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We are living in a time, frequently alluded to as the "Fourth Industrial Revolution" in which the human resource is progressively advanced, various, worldwide and productive with online entertainment and automation.

Broad patterns are utilized to portray the social and financial changes we are encountering in the 21st century and to act as a decalogue for business pioneers and HR, for the ideal administration of human resources, denoting another arrangement of rules for the current financial climate.

Some of the changing trends that can be witnessed in the near future in HR are:

HR computerized change is the method involved with changing HR administrations and cycles using social, versatile, examination and cloud (SMAC) advances to make HR more proficient, viable, mechanized and associated.

HR divisions assume a pivotal part in aiding the computerized change of an organization. They face a twofold test: from one perspective, to change the exercises of the actual division and, on the other, to change the labour force.

Rethinking authority in the period of disturbance:

Authority in the advanced age won't seem to be administration that we probably are aware of. New pioneers need to have unexpected abilities in comparison to past ages, however most organizations haven't moved quickly enough to foster computerized pioneers.

The new kind of pioneer should know how to construct and lead groups, keep individuals associated and faithful, and advance a culture of development, learning, and consistent improvement.

HR examination is the information driven and objective centered technique for gathering and breaking down HR processes, capabilities, difficulties, and valuable open doors to further develop an association's labour force execution and make reasonable business progress.

A different and comprehensive working environment is one where everybody feels similarly involved and upheld in every aspect of the work environment, paying little heed to what their identity is or how they help the business.

In my perspective, it is safe to say that we shall observe these changes in HR in the coming years.

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Sneha_D_49

Trends we can see.
1.Remote work practices
With an increase in remote working, the new HR will have to adapt to the diverse work situation. Training and development practices will become much more personalized and available through remote devices. Remote work and HR Tech will go hand in hand.
2 .Inclusive culture and gig economy
The gig economy works on short-term contracts or freelancers as compared to long term jobs.  This is becoming increasingly rampant in every industry across the globe. Thus, HR will have to reevaluate its current practices to form a more inclusive and diverse culture.

Which HR jobs can we expect in the future?
1. HR Business Director
After COVID 19, there will be a major challenge on how to resume business practices. Workplace safety will be a primary concern for both on-premise and remote employees.
2. Chatbot Facilitator
With the rise in AI in HR, guidelines to maintain and enhance a candidate’s AI experience will take effect. This role would be to facilitate a seamless employee chatbot experience.

3. Head of WFH development
The work-from-home culture has set into motion several changes in:

Organizational processes: A complete business transformation to remote workflows and HR operations automation
Policies: Development of dedicated WFH policies and modification of all existing policies
Technology: Embracing the latest HR Tech such as Slack, MS Teams and corresponding apps has never been more important.

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The future of HR according to me is going to be very vibrant, the work won't just be limited to managing work force, talent acquisition... But also keeping a check on well being of the employees their physical and mental health, making sure they are at their best individual self.
Also with advancement of Artificial Intelligence and Machine Learning, their would be a helping hand but as mentioned earlier the work of HR is going to be more with getting engaged with employees and related.
Thank you

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In a world where Artificial Intelligence, robotics, and automation are set to become the new normal, the workforce has to transform. In the next three years, 120 million jobs in the world’s 10 largest economies will need retraining or reskilling. To adapt to this new environment and help shape it, employees need to embrace continuous learning. Amid these changes, HR needs to not think, act, or be like traditional HR; they need to understand that their job is now “human transformation”.

The amount of work done by automation in Asia Pacific is expected to swell to 23 percent in next three years from the current 13 percent. However, experts worry not about the fact that technology will replace humans but about the fact that we won’t be able to upskill and retain workers fast enough. This makes it compelling for HR to look more at change, transformation, and future of work. They must play a proactive role in enabling employees’ true potential and helping them play an impactful role in delivering results as an organization. The importance of keeping employees engaged has never been higher. HR, which is at the intersection of all other teams, must also manage an environment where employees, bots, and gig workers work in partnerships.
Top-notch organizations have embarked on a journey of redefining the HR function and its value to business leveraging technology and skills. In fact, some of the organizations have set up their HR function as a “consulting” team. However, we still have a long way to wade through for HR to truly be a people-first advocate. Read on to find out what HR leaders and organizations need to consider today to prepare for tomorrow.

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We live in an era where HR managers are tasked with the challenge of supporting their organization in times of uncertainty & unpredictability. This may seem a daunting task, as the new reality requires that the C-suite lean in to enable the reinvention of the workforce and workplace, but it also presents an opportunity for HR to prove its value beyond any doubt. To do that, HR managers must move beyond just reacting to existing needs and start addressing future goals. Pathfinding HR teams & organizations are already leading the way through their ambitious approach to rethinking the future of work. These HR leaders are adapting to an ambiguous and unpredictable future by exploiting data and analytics to answer questions about future talent needs, adopting agile solutions to test new approaches, and rapidly course-correcting based on observed outcomes.

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I think the future of HR in next 5-10 years down the line will be great and amazing career to opt for. HR are the one who will bring the eligible candidate for the organisation and help in organisation growth.

They are the backbone of any industry and HR professionals become more confident using forward looking insights to inform more wider and bigger business decisions making.

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Future of HR (Yuvraj  Singh Chauhan B_63)

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Future of HR (Yuvraj  Singh Chauhan B_63)

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In recent years, HR has undergone dynamic shifts in its roles, functions and overall impact in shaping organizations. The need for a digital transformation from operating in a traditional cocoon is no longer an option. The sooner the shift happens, the higher the chances of survival. The future of HR is more towards analytics and IT driven , the updates that we are having nowdays are very helpful in analysing the complex and bulk of datas of the employees and past datas of an organisation.
and Hr is heading towards an revolutionary change for the ease and satisfaction of an employee, they will be able to give geniune feedbacks during survey and can easily raise their concern

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The name HRM has 'human' in it. Humans are too complex, uncertain and volatile to be managed by an Artificially Intelligent machine, and so is the world. I think, in the future, repetitive tasks will be automated, but complex problems will still require an HR manager's expertise.

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Future of HR

It is a tedious question to answer in the era of VUCA world where businesses across industry are struggling to keep up the level of motivation of their employees specifically referring here post Covid era “The great resignation”, To manage diversities (Generation, Gender,Demographies and Taste & Preferences) at workplace and specific challenges related to the area, Challenge of framing a structure to allow the scope for Positive as well as negative reinforcements initiatives and complexities associated and lastly to equip the employees to accept change.

It is said that HR is Backbone/Linking Pin of an organization facing blows from both the sides (Top and Bottom Management). Still there is an argument given where it is said that HR roles can easily get substituted by other managers or Line Managers. In my opinion the roles are hugely confined within the parameters where interpersonal skills are required and that too will vary industry to industry and upon the level of seriousness an organization wants to put for those specific roles. Today, It is loosely said that Line managers can take charge whenever a push is required to their team members w.r.t. improving their level of motivation and productivity, To freely have reinforcement assistance to the team members but its effectiveness is still under an umbrella of doubts.

Bottom line is core HR roles cannot be substituted for say roles related to Payroll, Compensation Management and Rewards mechanism, Defining metrices and setting standards for the same, Specialized methodology to hire talents, Most importantly roles requiring specific knowledge that can come only through formal mode of education which is managing Unions and rapport with the workers.

Practically, If a Line manager who is having the background of Engineering or any other technical background can be a good listener, counsellor and advisor where he/she can easily establish the required rapport with his/her employee and may solve the problems as well but this hypothesis cant be generalized. An HR manager coming with formal degree of HR alongside the practical exposures of the same he/she will react to any specific delicate situations with more professionalism as compared with any other Line manager and this will save a lot of time, energy and a probable risk to the team that seriously adversely impact the harmony.

In the concluding note, I would say that HR today needs to possess a lot more than just HR related skills naming a few-

·       Be it Liasoning with government officials to undertake timely submission of compliances and Licensing, Be it planning for tedious CSR initiatives,

·       Be it training employees with regular technological updates happening in VUCA world,

·       Be it keeping an eye on the industry to compete with competitors in terms of bringing competitive talents in the house or planning the structure for competition mapping,

·       Be it taking initiatives related to making employees self-reliant and self-sufficient.

The list of formal and miscellaneous HR roles can on and on and it will vary industry to industry. Hence, Future of HR in my opinion lies within the hands of HR professionals how much they can diversify their skill sets to keep themselves relevant in the organization. Yet, at the same time importance of HR can’t be ignored can all roles can’t be substituted by Line managers or by any other person. However it can get limited up to some extent and totally depends on the perspective of management where they want to compromise on professional approach of solving any problem or want to over burden Line managers or any other person with an expectation to deal with same professionalism.

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HR has always been a crucial part of any organization since long time because of its importance to handle the key resource, that is employee. As the world is changing and going more digital and online, HR functions will also change accordingly. Be it Work from Home or work from anywhere, HR professional will be needed to cater the needs and wants of employees. Also the growth in analytics sector will help HR to revolutionize the recruitment process to a totally new concept. With changing working conditions there is huge scope in remote work development and strategy building. In coming years, HR industry will be able to use technology and people analytics to extract the best of talent. I feel, in coming years HR will play a key role in business management

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After rising from the turmoil of COVID-19, the world economy is being predicted to be pushed into the grasp of recession. The Great Resignation motivated many organizations to invest in a new tactical approach to managing Human Resources.  Also, it becomes necessary to keep up with the continuously upgrading technology. Technology is going to impact the HR field in a big way, but the lack of human touch to that technology will be crucial to keep the stream humane as it was supposed to be. "Technology inspired" will soon be "technology influenced" in upcoming years. Other than technology, changing work culture trends like passion economy, and the work-from-home model will have an impact on the HR field. The already complex human behavior is getting more complex each day. Thus new forms of specialists like psychologists, and ergonomic experts are also coming into the picture. Thus diversifying the wings of the field even further. Along with the new trends coming into the picture, old trends like labor unions, work-life balance, mental and digital health of an employee, CTCs, will continue to be relevant even in the future, and HR managers will have to be flexible as well as bold enough to keep up with the changes along with maintaining adequate know-hows of the traditional concepts.

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Many companies today are already using HR analytics, but Sage’s recent research found it’s not being used right now to help extensively in bottom-line decision-making, and HR teams are concentrating more on lagging metrics than leading.

However, by 2030, HR data that helps in building business outcomes and predictive analytics will become a routine for most, as HR professionals become more confident using forward-looking insights to inform more wider and bigger business decision-making.

I feel that since science and technology is moving very fast and forward in their actions, most of the work or collecting and coordinating data will be done with the help of AI

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I personally feel that the world of Human Resources is rapidly moving towards analytics.
HR practices have changed over the last years. Big data and analytics has become a big part of HR. Companies are always looking out for data and information to get some lead ahead of their competitors. Data is basically a catalyst for growth. Workforce analytics hence plays a major role in helping HR professionals figure out important factors and have a real impact on the business. If human analytics is jointly uses with other trends like machine learning, blockchain and AI then there are endless possibilities which can make decision making in business much efficient. Thanks to machine learning, we can understand big data patterns, and hasten the business processes by implementing advanced automation. Huge and constantly-growing volume of people data that organisations hold, can be used as a goldmine. Goldmine because these metrics help companies unlock their employee's full potential. If the companies lose their employee's trust, they risk losing employees themselves. All in all data of workforce will be given a lot more importance in the coming years as data provides fact backed decision making option and helps avoid any unconscious biasness.

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Human resources at its core is about people and managing people as a resource. In my opinion this is something which will remain constant, however it's is eminent that technology will evolve and lead to automation of most of the job roles however there was ,is and will be a need for humanizing the entire process of business.
Changing industry trends such as work From Home (WFH) and Work From Anywhere (WFA) will necessitate a remote workforce and corresponding digitization. HR professionals in the future will need to be gain technical skills in cybersecurity and AI. Re-skilling in HR is a must in order to rise in the career ladder.

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As the world is changing in a fast pace , all the professions will have a change in how they perform their activities , HR is one such profession that has come a long way and change is the only constant in this field , I feel the future of HR will me more dynamic, one would require to have holistic development of employees more closely, need to require more focus and New skill sets like data analysis, benefits creation and remote work development will play a major role to succeed in this field.

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Changing industry trends such as work From Home (WFH) and Work From Anywhere (WFA) will necessitate a remote workforce and corresponding digitization. HR professionals in the future will need to be gain technical skills in cybersecurity and AI. Re-skilling in HR is a must in order to rise in the career ladder. HR roles may include human tech specialists, culture specialists, bias identification, etc.

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HR, 8-10 years down the line would have revolutionized employee experiences that truly meet employee expectations. Workers want more. Even today, employees expectations for their work extend well beyond pay and compensation and more than half of employees say they want a better work-life balance.

They want to be valued as more than just simply human capital, so they feel they’re making a difference in the world as part of an organization that truly values them and respects them.

By 2030, workstyles are expected to continue to significantly shift as a result, largely driven by Gen-Z. HR will juggle things like changing employer-employee expectations. HR will become even more People focused and employee centric, and they’ll really think about how they put the ‘human’ back in HR. HR will have a laser focus on the link between expectations, experiences and business goals. HR’s mission will shift to reflecting the brand values, ensuring that employee experience matches the mission and purpose of the company.

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"We all knew the world of work had to change; the pandemic has made the business case and built a strong momentum. HR have a more powerful platform than ever before."

We couldn't agree more with Deborah Wilkes, managing director of Enable-HR.

The past few years have been a roller coaster, but it's made HR more resilient as a result. It's redefined HR and accelerated some of the changes HR have wanted for a long time.

In fact, 87% of C-suite executives told us in our HR in the moment: changing expectations of HR research report that they saw HR having greater influence.

Now's a great time for HR to build on the positive shifts they've made.

So, with that in mind, what does the future of HR hold?

We've spoken to the HR and People experts from around the globe in our latest report, HR in 2030: 5 trends progressive People leaders need to know to get ahead.

While the trends we've identified shouldn't come as a huge surprise, it's important to note that some HR and People teams have already made great strides towards incorporating these into their HR strategies, while others are earlier on in their journey to adopting them.

We'll look at how these HR trends are set to shift over the coming years and how you can get ahead and prepare now.

It's a real star-studded line up of HR experts.

We'd recommend downloading the full report - but if you're strapped for time, read on for the highlights of the five trends and a summary of the advice the HR experts give to prepare you for HR in 2030.

Here's what we cover in this article:
1. HR in 2030: Revolutionised employee experiences that truly meet employee expectations 2. HR in 2030: HR leading the charge on organisational flexibility 3. HR in 2030: Investment in People analytics to become a 'smart' business 4. HR in 2030: HR automation means admin liberation 5. HR in 2030: Diversity, equity and inclusion (DEI) and sustainability needs to be front and centre of HR's agenda - now HR in 2030: What should you expect?
Workers want more.

Even today, employees' expectations for their work extend well beyond pay and compensation and more than half of employees say they want a better work-life balance.

They want to be valued as more than just simply human capital, so they feel they're making a difference in the world as part of an organisation that truly values them and respects them.

By 2030, workstyles are expected to continue to significantly shift as a result, largely driven by Gen-Z, explains Mel Norris-Green, research adviser at CIPD.

"The world of work is changing," she says, "and the remit of HR needs to shift in line with this. HR will need to juggle things like changing employer-employee expectations."

To meet with these new employee expectations, HR will need to become even more People focused and employee centric, and they'll need to really think about how they put the 'human' back in HR.

Part of this will be considering employee wellbeing.

"It's important to reflect on what we learned and make sure we take it forward, while employing newly found skills in remote work, wellbeing and productivity," says Josh Bersin, CEO of The Josh Bersin Company.

Finally, HR will need to have a laser focus on the link between expectations, experiences and business goals, suggests Ray Wang. He's the founder and chairman of Constellation Research.

"HR's mission will shift to reflecting the brand values," he says, "ensuring that employee experience matches the mission and purpose of the company."

Employees' expectations are always shifting, but HR will need to keep on top of these to make sure employees continue to feel happy and productive.

A year before the pandemic, just 29% of HR leaders were organised for speed, adaptability and agility.

Yet, when the pandemic rolled around, it changed the world of work massively and instantly.

Organisations that were already set up for agility were at a considerable advantage. If there was one thing that helped HR to manage this ever-changing landscape, it was being fluid, resilient and agile.

Looking ahead to 2030, HR will need to prepare and lead organisations with their newfound agility and confidence, no matter how unexpected the change.

As Mofoluwaso Ilevbare, head of HR at Procter & Gamble Australia and New Zealand rightly point out, it'll enable HR leaders "to make intelligent choices faster and accelerate business performance".

To really be agile and flexible, it requires HR to think outside of the box.

"I expect HR to move into more innovative, emergent practices," explains Perry Timms, founder and chief energy officer at People & Transformational HR.

Jon Ingham, director of Strategic HR Academy, agrees and believes that innovation needs to be in how HR is organised within the business.

"HR will no longer be a function," he says. Instead, it will become "a more inclusive network, in which HR spends more time with the rest of the business, and others from the business work with us in HR".

It's not just HR that will need to become more flexible, but employees too. And this centres around ways of working and the role of HR technology in that.

"If the current predictions of a more flexible future do materialise," says Gemma Dale, author and lecturer at Liverpool John Moores University, "then tech will play a key role, as successful hybrid working is only really viable with good technology."

If anyone in your organisation can be the voice of agility, it's your HR team.

Lead from the front, experiment and fail fast, and you'll not only help your HR team to really move towards something exciting in 2030, but you'll bring everyone on the journey with you and become a more resilient business as a result.

The days of needing to rely on spreadsheets and gutfeel should be fully behind us.

By the end of the 2020s, People analytics will have evolved beyond simple data collection and reporting into a 'smart' business function that will offer crystal-clear insights to empower business decision-making.

As Angela O'Connor, CEO and founder of the HR Lounge, says: "HR will be at the heart of the company, using analytics and business forecasting to focus strategic workforce decisions."

With the help of People analytics, by 2030, HR will no longer play a supporting role.

Instead, it will be seen as part of the strategic core of a business - a go-to source of insights that will help to empower profitability, cost efficiencies and overall business growth.

However, there is much work to be done before the start of the new decade if HR is to maximise the potential of this new suite of resources.

More than a third (35%) of HR leaders believe they currently don't have the skills or confidence to provide better insights, with less than a third (28%) claiming to have expert analytics skills.

HR will therefore have to rapidly upskill its data and analytics capabilities.

There will be "greater demand for HR to step up and lead with data rather than a gut feeling or how we feel about something on a personal level" - so says Ben Eubanks, chief research officer at Lighthouse Research & Advisory.

According to Matt Charney, head of industry and product marketing at SmartRecruiters and partner for RecruitingDaily, failure to do so will have a direct negative impact on the company's bottom line.

"The days of touchy feely, 'human relations'-centred HR are fleeting," Matt says.

"[By 2030], if you're not helping drive profits, you're going to end up at a loss."

Fortunately, with HR tech growing better all the time, it may not be long before companies start to see the benefits.

Susan LaMotte, CEO and founder of exaqueo, is optimistic: "By 2030, there will be even more data and analytics available to help leaders better understand the people within their organisations."

2030 will be an exciting time for HR leaders when it comes to analytics, but HR leaders need to invest in the skills and tech right now today to really see a positive impact.

We're already calling it "the great admin liberation" - the dawning of a new era where cumbersome, routine HR tasks will be handled by technology, allowing experts to focus on more fulfilling tasks such as strategy, leadership and growth.

The technology is available today, thanks to systems such as Sage People, but not all companies have tapped into the full potential that automated HR offers.

"Taking care of menial administration that takes up valuable resources will free up time for purpose driven work," says Rowena Carter, director of people and culture at Four Seasons Hotels and Resorts.

Today, 40% of HR leaders admit they are too focused on paperwork and admin.

As Dave Millner, founder and consulting partner of HR Curator, puts it, it will enable HR to be "a more business intelligent function, that has the ability to be forward looking".

However, this is only possible if HR can get buy-in for HR tech investment.

"Many HR and People leaders find it hard to get to the front of queue when it comes to investing in HR technology," says Linda Holbeche, co-director of The Holbeche Partnership.

"Many have still got separate HR systems, and the challenge is that many of these systems are not kept up to date and can hinder rather than help."

This can't wait until 2030. HR leaders need to liberate themselves from admin today.

By doing so, it means HR can spend more time on working on strategic initiatives, providing great experiences to employees, and providing better outcomes and results for the business.

Diversity, equity and inclusion (DEI) to organisations should mean much more than just a few powerful words weaved into an HR strategy.

Not only is creating an equitable workplace the right thing to do, 70% of job seekers say they want to work for a company that demonstrates a strong commitment to DEI.

This is being pushed up the agenda significantly, as Gen-Z continues to enter the workforce because, according to April Marcot, head of people and culture at Talent, "[They] expect businesses to take a more serious attitude toward equality, diversity and inclusion, and to be more flexible and adaptable to change."

DEI isn't the only area HR leaders must be conscious of.

Sustainability is another area employees are paying particular attention to. HR will need to play a role in driving their businesses to become more sustainable.

Indeed, as Linda Holbeche says, "HR will have to support in pushing through an environmentally friendly agenda to align with [...] society as a whole."

Organisations need to put DEI and sustainability right at the top of the HR agenda now.

Employees don't just want a job that pays the bills - they want an organisation that reflects their values.

Tools such as People analytics can help HR leaders to identify where they need to focus their efforts to make real change. But the only way HR can move the needle with their DEI strategy is by taking positive action.

Hollow words won't do.

Employees need to see their HR team and their organisation as a whole make steps to a more equitable and sustainable workplace now, as by 2030, there really will be no excuse.

These HR trends we've discussed will be absolutely vital for getting ahead and preparing for 2030.

However, it's also important to understand the skills and tech you'll need to succeed.

To prepare and to know what to expect, get your copy of the full report where we cover this off, with even more jam-packed insights from the HR and People experts.

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HR in 2030: What does the future of HR look like? - Sage Advice United Kingdom

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"We all knew the world of work had to change; the pandemic has made the business case and built a strong momentum. HR have a more powerful platform than ever before." We couldn't agree more with Deborah Wilkes, managing director of Enable-HR.

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HR has always been a vital organ to the inner workings of a company. But as times have changed, so must HR departments change with it. HR professionals must become more business-attuned and the employee should be their central enabler. But how can these departments

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Human resources at its core is about people and managing people as a resource. In my opinion this is something which will remain constant, however it's is eminent that technology will evolve and lead to automation of most of the job roles however there was ,is and will be a need for humanizing the entire process of business. Hence it is of paramount importance to evolve in the accordance with the trends, hence the future of HR revolves around keeping up with moder technology and utilizing its prowess to make the processes involved, more efficient and productive. To conclude HR field cannot stick to old methods but must keep evolving and induct methodologies as per the the trend in technology

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According to me HR managers play a great role in an organisation as they plan, coordinate and direct the administrative functions of an organisation. They oversee the recruiting, selection and hiring of the new staff, serve as a link between an organisation’s management and employees.

Undoubtedly HR professionals are invaluable in ensuring everything that comprises an organisation is kept in order. Naturally, they’re often familiar with current business practices and the quest for employee wellbeing reiterates the need for HR departments to remain on top of trends.

One of the top priorities of human resource mangers is managing change within the organisation. With the constant need for evolution the role of the human resource professional has long been considered highly transactional – one of policy development, paperwork and managing employee benefits.

The pandemic has wreaked havoc on people’s lives, where individuals have faced loss and grief whilst succumbing to the social isolation granted by lockdown regulations. Often, when employees are feeling low from work, they approach their HR department for support. It’s now more than ever important for HR professionals to accommodate the needs of employees and support mental health practices.

Besides this, corporate houses have also been forced to mould and bring changes in their policies to support remote work. They, too, require the support of HR professionals to help construct policies that support both the needs of workers and the company. HR professionals have been pushed to the frontline, facilitating wellbeing matters whilst handling business requirements, often needing to navigate the novel workforce themselves.

Professionals must be committed to purposefully amend policies to support worker needs and remedy the challenges brought about by Covid-19. HR professionals at the end of the day are leaders and integrate organisational with employee support to foster the success of everyone’s personal and professional development.

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According to me in future the HR Manager will provide a high-quality HR business partner service to a fee earning divisions. Reporting to the Senior HR Manager and Head of HR, the key duties will include:

Support various teams and senior stakeholders with HR advice, advising on best practice

Provide guidance on ER issues, performance management and other HR matters

Ensure full compliance based on employment law

Lead appraisal and salary reviews processes

Become a HR mentor and coach for trainees and other HR colleagues

Stay on top of industry trends

Coach and advise Line Managers

Support with various project work and process improvements

The HR Manager will have previous BP/Manager level experience, ideally from a professional services background. They will have strong ER experience and will ideally be CIPD & degree qualified. The right candidate will be a fantastic communicator on all levels and will have excellent attention to detail. They will be a proactive and confident person with a strong desire to achieve.

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Organisations are gradually shifting towards new practices by the virtue of ever dynamic factors such as technologies, better business models, etc. Hence, HR teams are expected to cater the needs for the future of workforce aligned with the business and other relevant talent strategies.

The future creates opportunity for HR to play a new and vital role in shaping the way the workforce adapts the progressive and dynamic challenges which are being faced by enterprises.

To showcase the dynamic nature of practices and skills undertaken by most of the competitive organizations studies show that the corporates possess the length of careers increasing to as much as 50 years at the same time that the half-life of skills has diminished to between 2 and 5.5 years.

There was a recent Harvard Business review article on this topic. The methodology used for the future HR Roles study was a nine month observation to showcase the future HR roles. About 100 CXOs and VPs worked together to give insights into the evolution of HR jobs. Following are the key extracts from the review article.

Work From Home development

The work-from-home culture is already being adopted post 2020 pandemic has set into motion several changes in:

·         Organizational processes: A complete revolution in the work culture and business strategies to remote workflows and optimize HR operations.

·         Policies: Fabrication of dedicated Work from home policies and modification of all existing HR policies along with maintaining the business legacies.

·         Technology: Embracing the latest practices particularly with technologies such as, MS Teams, Zoom, etc. and other corresponding apps

.

So it is an important job role for HR to maintain remote employees’ satisfaction and motivation.

Chatbot Facilitator

Chatbots are taking over businesses faster previously imagined. HR Chatbots are being utilized to the human department in many enterprises where a pop-up on screen keeps a check on the employees at a regular basis. This is just one of the many examples in which chatbots in HR are playing one of the key roles to idealize the employee experience.

When focusing on digital transformation, most organizations define their goals. Similarly, for the evolution of its HR function, organizations must define their objectives and continuously evaluate their processes and impact on employees to succeed, particularly when the business environment is dynamic with a rapidly changing workforce which plays an important role in performance and motivations.

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What does HR's future hold? Is it something we'll need in an automating world, or will it eventually vanish?

The highest-paying jobs in 2009 were not even invented in 2004. The workplace is undergoing rapid change. With the epidemic, the workplace culture has changed online, and the nature of working has changed significantly.
But it still remains unclear whether HR will be necessary tomorrow.

Understanding how HR began during the industrial revolution, it came with safety laws for the workers and skilling the workers. Moving towards the 1900–1960 phase, we saw inclusion of employee personal development, social programmes, and trade unions.

Currently, HR is a fairly broad idea.

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HR has always been a vital organ to the inner workings of a company. But as times have changed, so must HR departments change with it. HR professionals must become more business-attuned and the employee should be their central enabler. But how can these departments change when their administrative and transactional workloads take up most of their time? And how can they encourage people to become their own entrepreneurs in an innovative environment when their task has always been to limit risk as much as possible?

Understanding the problem

On the one hand, businesses feel like HR departments are currently detached from business realities. They mostly interact with employees when recruiting people or when rectifying payroll issues and handling employee complaints. They also use separate tools to manage HR processes, while businesses are increasingly working centralized. On the other hand, there seems to be a lack of transparency on part of HR departments, and this negatively affects employee impressions of HR, which affects the way the company is viewed as well.

Employee experience and satisfaction are central to HR

HR professionals need to change their approach from company first to employee first. Keeping employees motivated and working on their talents requires a proactive approach, which means employee experience should be the absolute focal point of HR.

In many ways, employees function as customers do. Hence, HR departments can learn much from marketing departments. In marketing, Salesforce Research shows that over 84% of customers want to be treated like a person and not a means to an end. Therefore, it is not hard to imagine that this applies in some measure to employees as well.

As employee experience is the new focal point of HR departments, it can be relevant to have employees fill in a customer satisfaction survey on the HR department. This can help HR to be more employee centric, while also improve employee satisfaction and retention.

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Understanding the problem

On the one hand, businesses feel like HR departments are currently detached from business realities. They mostly interact with employees when recruiting people or when rectifying payroll issues and handling employee complaints. They also use separate tools to manage HR processes, while businesses are increasingly working centralized. On the other hand, there seems to be a lack of transparency on part of HR departments, and this negatively affects employee impressions of HR, which affects the way the company is viewed as well.

Employee experience and satisfaction are central to HR

HR professionals need to change their approach from company first to employee first. Keeping employees motivated and working on their talents requires a proactive approach, which means employee experience should be the absolute focal point of HR.

In many ways, employees function as customers do. Hence, HR departments can learn much from marketing departments. In marketing, Salesforce Research shows that over 84% of customers want to be treated like a person and not a means to an end. Therefore, it is not hard to imagine that this applies in some measure to employees as well.

As employee experience is the new focal point of HR departments, it can be relevant to have employees fill in a customer satisfaction survey on the HR department. This can help HR to be more employee centric, while also improve employee satisfaction and retention.

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Understanding the problem On the one hand, businesses feel like HR departments are currently detached from business realities. They mostly interact with employees when recruiting people or when rectifying payroll issues and handling employee complaints. They also use separate tools to manage HR processes, while businesses are increasingly working centralized.

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Recently the work culture has seen a major change. Work from home and hybrid mode of working is the new normal. It is important that HR also evolves with the times instead of the traditional HR practices. HR creates a plan for the future and helps build the organization. Technology has become one of the essential tools used by the HR today. Using AI technology, HR professionals can allow programs to identify patterns in data and even make decisions based on the data presented, thus improving the productivity of the HR team. This also increases the response time when issues arise in the workforce, which in turn can improve employee satisfaction.

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We can see a way for HR to move forward, but doing so will require some fundamentally fresh perspectives on what HR does and how it is designed to perform.

The next step can involve discrete adoption of workforce shaping or a trial project in one of their business divisions to provide a more digital experience.

In my opinion, these stopgap measures will only be beneficial if they serve as a catalyst for a more thorough rebuilding of HR skills.

We discovered four related focus areas that were dominant for a small portion of the sample.

This group is what we call Pathfinding HR.

This assured group of HR executives is concentrating on four distinct competencies at once to plot their future in a world that is being disrupted:

Developing the future workforce

fostering a culture of purpose.

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The old phrase "change is the only constant" is one that has a lot of weight when discussing human resources. One of the areas where diversity is always changing is in human resources. Each generation—Traditionals, Boomers, Gen X, and Millennials—brings something very special to the table, thus in the future, Human Resources will be perceived as placing a higher priority on diversity and inclusion.
Due to the recent Covid 19 epidemic, HR will also see additional regulations regarding long-term remote work and employee welfare, which will force HR to rely more heavily on technology functionality and automation.

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The future of HR lies in digital transformation.Even though HR involves human connections,it must evolve with technology for future that is both human and digital.Role of automation will be major in transforming future of HR.HR is repriortizing the employee experience by using technology to better support employee working style.

Also HR teams are using technologies like AI and Automation process to build new technologies.Moreover HR process is moving into Agility which is helping them build new innovative solutions and transparency to an organization.

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Sheetal Dogra
Div B , Roll no -48
The role of HR has transformed completely post pandemic.
some of the trends that will change global HR would be
1. Remote work places - The new HR will have to adapt to the diverse work situations. Training and development will be completely available through remote devices. HR and tech will go hand in hand.
2.Data and AI -HR will largely benefit from this technology as HR chatbots are becoming  a vital part of the HR departments.
3. Gig economy -  The gig economy works on short-term contracts or freelancers as compared to long term jobs.  This is becoming increasingly rampant in every industry across the globe. Thus, HR will have to reevaluate its current practices to form a more inclusive and diverse culture.

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Over the past century, the idea of a human resource has undergone significant change. HR has come a long way from being restricted to controlling and keeping track of labour wages to bringing concepts like Human Resource Development to the forefront. In truth, a change is currently occurring in the HR industry. AI and other automatic approaches are being used by more and more businesses to take over the majority of HR's former duties. But does this imply that HR managers will eventually be required everywhere? No, is the response. To make sure that the needs of the employees are met, a crucial function like HR will always require a human touch. In order to keep up with the VUCA world, HR managers will actually need to entirely improve their skill set. Due to the rising emphasis on analytics in each speciality, even the knowledge of software programmes like R and Python has gained newfound popularity in the HR industry.

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A business's ability to succeed greatly depends on its human resources. This division serves as a link between the business and its workers. We have seen how methods and processes have changed since the dawn of work, but the demand for human resources has not. A survey revealed that people analytics, soft skills, and digital HR would be followed by strategic workforce planning, design thinking, and stakeholder management in future HR roles. With the modernization of HR, we would need a candidate who is knowledgeable about several disciplines and who can integrate those disciplines. Disaggregating work and individuals is one of the core aspects of a career.
Disaggregating work and people as a profession would be one of the key things to do in order to create a language at this level that is not chaotic but rather structured and could be used to reinvent work. HR is still necessary in any organisation, despite technological advancements. An organisation without an HR manager will find itself in a chaotic scenario with no clear authority to look into hiring, paying out, and generally preserving order and balance.

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Many years after industrial revolution, the HR domain is moving towards technological revolution which is very dynamic. We, humans, need to be prepared with the fast pacing innovations in each and every field. This surely points out on the fact that, whatever people will learn in their higher education need to be updated quite frequently. The more expectation lies towards the training provided by the HR department of the companies.
As every functionality of the companies is becoming more and more unique and complex, HR in future, needs to stand up and take responsibility of every skill-set development of their employees, that too, in recurring manner.

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1.Partial automation
2.Role of big data
3.Advancement in human psychology
4.Diversification human resource management

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Human Resources plays a very crucial part in the success of a business.This department  is the bridge between the company and its employees. since the evolution of work we have seen how the methods and processes have changed yet the need for human resources remains constant. According to a survey done in 2019 about 400 hr professionsals from 61 different countries stated their fututre HR roles which included peoples analytics,soft skills, digital hr followed by a strategic workforce planning, design thinking and stakeholder management. With a modern shift in HR we would require a candidate who is well conneced to different disciplines and who can bring those disciplines in. One of the fundamental things, as a profession would be to dis-aggregate work and dis-aggregate individuals and develop a language at this level which is not chaos but instead is systematic and could be used itto reinvent the work.Even with the advancement in technologies there would be a need of HR in every organisation. To conclude with something that Mr. Balachander the group director of the Human Resources of Cafe Coffee Day said, "An organisation without an HR manager will end up in a chaotic situation, with no clear authority to look into recruitment, compensation and generally maintaining order and balance.”

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Thoughts on Future of HR - Anjali Rani, C_06

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Thoughts on Future of HR - Anjali Rani, C_06

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HR as a department in the workforce is perhaps the fastest changing in terms of policies and trends in this post pandemic world. Human Resources started as a discipline whose aim was to manage the manpower at a workplace to get better employee output but has now progressed to much more than just that. HR in today's workplace not just caters to the needs and wants of the current employees individually  but also future employees and the company's social messaging overall. How a company treats its employees has a lot to contribute to the brand and trustworthiness of a company. In this post pandemic world that has divorced the employee from the workplace and blurred the lines between personal and professional an HR professional's job has evolved as well.

-> An HR professional must communicate and learn of new workplace trends happening in the professional world at large to manage it when the tide turns at their own companies. For example, the great resignation happening in the U.S. could be tracked quite early from Reddit discussion boards like r/antiwork as it gained momentum.

->New policies need to be made as quickly as the corporate world changes so as to smoothly transition between phases like the switch from offline to online and hybrid work models. As employees increasingly has flexibility of work hours from home, the lines between professional and personal hours blurred and as the company paid the employees based on their work hours, a clear distinction in pay policies and regulation was required for the benefit of both the employees and the employers.

->As social justice becomes a prominent maker or breaker of company reputations, HR departments and professionals need to be more acutely aware of what the social and online world discourse is like and anticipate the issues and required employee training it might need at the workplace. A company that stays ahead of the curve and on the right side of history does well for the longer term.

->As Gen Z comes into the workplace, one must be acutely aware of the increased risks of mental health problems and other trends this generation brings to the table. As a generation who grew up on the internet and saw technology evolve each birthday, their habits, behaviors and issues are also unique to their generation and HR must evolve and adapt to their unique needs. A healthy and happy employee in a world ravaged by late stage capitalism and the climate crisis is a rare breed and so HR must do their best to ensure the Gen Z employee they have are among the best and healthiest.

->HR analytics and other digital tools are the HR professional's best friend and one must stay on top of all tricks one can collect up their sleeves to stay ahead of the curve.

-> HR will evolve to embrace the 'modern benefits package' as and when the demands rise. With the change in workplace demographics, the desires and priorities of employees will change and HR must learn to identify and offer things that other places don't to retain employees. The best always leave the nest first after all.

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SNEHA KUMARI B-53
In the coming future the hr manager will not only manage people but also the artificial intelligence associated with it.As country is shifting towards digitisation,  the foremost responsibility of hr manager is to make sure that all the employees are through with all the latest technology as it will make their work easy and wil inturn help the company to grow. Also in future the company will give full freedom to the hr manager to make their own decision . The successfu  manager depends upon their teammates, so they must know about their teamate in and out. The manager should also know who to share his/her power or authority. The company must have proper workshop for training the Hr manager to equipped with certain leadership qualities.

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Ayan Maity C_14
HR in future is going to revolutionize the working sector. As competition between organizations increases day by day more strategic planning is needed in terms of workforce management, talent acquisition.
With the inception of Artificial Intelligence and machine learning in the hiring process and workforce management will help companies to analyze their employees performance and efficiency to determine their commitment towards company and help them in understanding mental image of the employee. It will be helpful in lowering employee resignations but also help them prepare to start hiring process before the person resigns. AI and ML will also help in hiring process as it will allow companies to understand each candidates mindset and behaviors analytically.

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The future of HR is more towards analytics and IT driven , the updates that we are having nowdays are very helpful in analysing the complex and bulk of datas of the employees and past datas of an organisation.
and Hr is heading towards an revolutionary change for the ease and satisfaction of an employee, they will be able to give geniune feedbacks during survey and can easily raise their concern

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Future of HR...
With the dynamics changing in the working environment, it is sensible to say that the future of HR is also changing. And that too with the implementation of technology in every field. The AI, Big Data, Data mining, Machine learning and what not coming into force with full force. There seems to be a whole new world full of technology waiting for development and innovations in HR. With a large number of recruitments, different job types in the market, with several new skills, there are a lot of scopes for HR managers to analyse the workforce for the respective job satisfaction. Human resources have a huge way to settle with the fast-paced changes happening around the world.

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Remote work practices, Data and AI, Inclusive culture and gig economy, People analytics, Employee experience, Focus on cybersecurity

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nterprises are fundamentally shifting with new business models, technologies, and changing expectations of workforce. Often, HR teams are left straddling the needs of the legacy organization while planning for the needs of the future. the future of HR seems to be bright with focus on all aspects of humans, not only just work. Machines can assist humans but never replace them entirely thus people and the connection they create will always be a key factor in HR.

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hr mangers play a great role in an organisation they plan,cordinate,and direct the administrate functions of an organisation .They oversee the recruiting, interviewing and hiring of new staff, serve as a link between an organisation's management and employees or hr managerial function which assits the  managers with recruitment,motivation and maintaining people within the oragnisation.HR executives are simultaneously focusing on four discrete capabilities to chart their course to the future in a disrupted world that is Evidence-based workforce insights, designing a “consumer-grade” employee experience, Nurturing a purpose-driven culture.

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In a world full of global competition, organizations will have to deal with scarcity of individuals with key skills. Hence, HR vertical of every organization will have to evolve constantly and keep up with employee's changing expectations so as to be able to hire the best resources available. That will mean adopting a more individualized, “workforce of one” approach to employees, delivering the right experience to different employee segments, and leveraging social technology for increased collaboration— often outside of traditional hierarchies and channels.
“Today’s HR department, although it has evolved over time, is still largely a product of the industrial age,” notes an Accenture report on the research. “  Most of HR departments treat employees as if everyone is same and interchangeable, hence a complete transformation is required.

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HR will be the driving force behind numerous initiatives as the organisation of the future takes shape, including strategic workforce planning, performance management, and mapping talent to value. They will also move toward defining and communicating purpose, enhancing the work experience, fostering leadership and culture, and streamlining the business. The following four alterations will occur gradually:

Workforce Insights
Making decisions based on evidence while keeping the organization's primary goal in mind. establishes HR as the predictive engine that managers and the company are looking for.

Experience with Digital Services
Using technology to foster relationships and backing a broad people agenda as roles and responsibilities are changed.

Shaping the workforce
Workforce changes and the need to buy, develop, borrow, or automate can be predicted, planned for, and carried out using future scenarios.

Learning while doing the work
A holistic examination of every facet of how employees develop the skills necessary for success while putting the needs of the learner first.

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Future of HR (Shubhankar Singh Parmar, Division - A_55)

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Future of HR (Shubhankar Singh Parmar, Division - A_55)

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The concept of Human Resource has evolved a lot over the last last century. From being limited to keeping a record of and managing labor wages to concepts like Human Resource Development coming to the fore, HR has come a long way. Infact, there is a transition taking place in the HR field as we speak. More and more companies are making use of AI and other automatic techniques to replace many functions that were performed by HR earlier on. But does it mean the HR managers will become indispensable in the future? The answer is no. A key function like HR will always need a human touch to ensure that the needs of the employees are being taken care of . The fact is that HR managers will have to completely upgrade their skill set in order to keep up with the VUCA world. Even the command over softwares like R and Python have gained new found craze in the HR field owing to the increased focus on analytics in each specialization.

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Vanshika Gayakwad B_60
Enterprises are fundamentally shifting with new business models, technologies, and changing expectations of workforce. Often, HR teams are left straddling the needs of the legacy organization while planning for the needs of the future.Embracing new traits and behaviors will allow the enterprise to thrive in the digital age. As artificial intelligence, robotics, and cognitive solutions grow in sophistication, organizations must reconsider how they design jobs, organize work, and plan for the future growth.
Deploying advanced technologies promotes productivity and simplicity of experience. Robotic process automation, artificial intelligence, virtual reality, machine learning, and social collaboration.HR can help propel this transformation by facilitating positive change.