Over the last decade, human resources (HR) has evolved from paper-pusher to strategic leadership for even small companies. With this paradigm shift, HR has transcended the traditional boundaries of administrative functions to become a cornerstone of organizational success.
As the future continues to change, managers will need to be equipped with the right competencies. Let's dissect the five non-negotiable qualities that will define the successful HR leaders of tomorrow.
With change being the only constant in this world, your ability to foresee the future and adapt quickly is a necessity for survival.
Forward-thinking means you have critical thinking skills and are good at predicting what will happen in the future based on current trends. You look at what is going on in the world, from new technology to changes in society, and figure out how things could affect your business in the long run.
Being quick to adapt means you are flexible and can change your plans easily when things do not go as expected.
Here are two ways for HR leaders to put forward-thinking and adaptability into practice at your company:
You should always have a "Plan B" and even a "Plan C" for your business. This way, you will be ready for anything that might happen in the future.
Being quick to adapt means you are always learning. Make a plan, carry it out, and then see what worked and what did not. Let your team make decisions and learn from their mistakes. This helps all of you make better plans for the future.
Using data in HR is more than knowing how many employees currently work for you. The real power comes from using advanced data tools to predict what your staffing needs will be and to solve tricky HR problems.
Creating a culture that values data does not happen instantly. This is a process that involves everyone, from the executive team to HR to employees. Steps to get there include:
Stratus HR provides clients with a secure Human Resources Information and Management System and offers training to help coach your team on how to use the software to extract metrics. Please contact us for more information.
When your workplace is redesigned to fit employees rather than forcing employees to fit your workplace, you are focused on the employee experience. If your organization is not quite there yet, you can define and then quantify culture to discover potential changes to implement in the following areas.
Being proficient in the digital landscape is a must-have skill, especially when it comes to incorporating Artificial Intelligence (AI) in HR. With the ability to easily automate mundane tasks, streamline recruiting tasks, and make data-driven decisions, AI is transforming the world.
But it's not all smooth sailing — there are ethical and security challenges to consider.
AI systems can inherit biases from historical data, which may lead to discriminatory practices. They also require humans to define and measure fairness and then address potential disparities.
HR data is highly sensitive, making it imperative to protect from security breaches. Using AI also means you have to be careful about keeping people's information private, which must comply with regulations such as the California Consumer Privacy Act (CCPA) or the General Data Protection Regulation (GDPR). In addition, employees and job applicants may not fully understand how their data is being used for AI-driven processes, which could be problematic to do so without their consent.
While human error feels more prevalent, AI systems have been known to make errors and biased decisions. Determining who is responsible when this happens may be unclear.
HR professionals need clear policies for retaining and deleting data, as well as ethical guidelines for AI usage. AI models and systems should be updated with evolving best practices and ethical standards.
To make the most of AI, your HR team needs to understand what it is and how it works. Talk to your tech staff to ensure you have the right tools and that your system is secure. Establish good policies for using AI correctly and strike a good balance between automation and human oversight.
Developing a learning culture means employees have a “growth mindset.” This means learning is expected, knowledge is shared, and innovation is required from an HR professional.
To be an effective HR leader and build an HR department focused on a learning culture, consider the following strategies.
Invest in training programs, workshops, and courses to promote continuous learning.
By developing these strategies and insights, Human Resources professionals and HR departments can navigate the challenges of today and be prepared for the uncertainties of tomorrow.
The future of HR is complex, challenging, exciting, and a little overwhelming. That is where Stratus HR can help! Our team simplifies HR by allowing you to outsource administrative tasks and providing you with a designated HR expert to coach you through implementing your company’s HR initiatives.
Stratus HR is your partner in navigating these complexities. We provide tailored solutions, advanced tools, and expert guidance to transform your HR from administrative to strategic, ensuring you’re not just current but ahead of the curve.
Don’t navigate the future alone. Leverage our expertise and innovative tools to adapt swiftly, make data-driven decisions, and elevate the employee experience. Book a free consultation today and explore how Stratus HR can turn these challenges into your competitive advantage.