What’s Next for Human Resources Professionals?

I have been working in Human Resources for many years and like to think about trends that I see. From these trends, I have developed some predictions about the future of the work of human resources.

My predictions center on Millenials in the workplace, length of training sessions, social networking, compensation and benefits reviews, bullying in the workplace, public image and workplace trust and connection.

Millenials Force Positive Changes

Many of my clients struggle with integrating the Millennials into the workplace. Based on a survey I conducted of Millennials and their managers, I predict that Millennials impact the workplace by valuing results over face time, seeking input from many voices in decision making and increasing the use of mentoring and coaching. These changes will increase morale and accelerate leadership development. For human resource professionals, this means we will need to coach leaders on new ways to assess performance, make decisions and grow talent.

Training Becomes Razor Focused

Because we all have limited time and attention, all day training classes will be replaced with short, customized training segments. I am seeing this more and more as my clients ask for shorter training sessions. We need to focus on practical, real life training that gives participants tips and strategies they can use right away. Personally, I love this. It makes me think harder about what to keep and what to delete from my training programs and how to create impact in shorter amounts of time and for human resource professionals, it means the same.

Social Networking Goes Mainstream

Social networking will be widely used to recruit employees and find jobs.  In this past year, I have provided career outplacement training and coaching for many organizations. I have found that I spend much more time this year, than I did even last year, explaining how to create a killer LinkedIn profile. I predict this trend will continue and that means job seekers and recruiters will need to bone up social media tool and increase their social marketing IQ.

Costs Decrease and Retention Increases

Organizations will conduct compensation and benefits reviews to reduce overall health care costs and retain high performers. Much of my consulting work this year has been helping organizations review compensation and benefits plans. As a citizen of the State of New Jersey, I watched the Governor reduce public workers’ pensions and health care benefits in record speed. As a board member of the YWCA Trenton, I helped conduct an internal and external review of their compensation and benefit plans to save money and retain talent.

Bullies, Bullies Everywhere

Information about bullying in the workplace will be included in training on workplace harassment. Several years ago, two employees in Texas were awarded $250,000 in damages after a supervisor continually yelled at them, put his head down and “charged at them like a bull,” and made an employee wear a sign that said “I quit.” Because of cases like this, I include information about bullying in the sexual and workplace harassment courses I teach and predict this will be the norm for many organizations.

Clean and Green Is the Goal

Because news today can travel instantaneously, there will be increased pressure to reduce risk and maintain a good public image. Many companies are developing social media policies to control what employees say about them. Companies are also proactively building their images by contributing to charitable organizations and instituting “green” technologies. The added bonus? This attracts Millennial workers who want to work for organizations that help the world and the environment.  

Trust Goes Center Stage

Downsizing has caused leaders to need to work to instill trust and connection with their employees. But many companies don’t know how to do this which will create a strategic opportunity for human resource professionals.

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What trends have you noticed? What do you think will be the work of human resources in the near future? Do you agree with my predictions? What are your predictions?

I would love to hear your thoughts. Comment and let me know.

Photo credit iStockphoto

About the Author

Judith Lindenberger

Judith Lindenberger is President of The Lindenberger Group, an award-winning HR consulting agency. She has over 30 years of experience helping clients create effective human resource management strategies to drive success for their organization and their employees. Lindenberger Group’s seasoned team of consultants offer expert guidance on all aspects of HR from recruitment and staffing to training and development to payroll and compliance. For more information, email info@lindenbergergroup.com

11 Comments

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What’s Next for Human Resources Professionals? | Women
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Eleonor Kastendieck

Human resources is the set of individuals who make up the workforce of an organization, business sector or an economy. “Human capital” is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view; i.e., the knowledge the individuals embody and can contribute to an organization. Likewise, other terms sometimes used include “manpower”, “talent”, “labour”/”labor” or simply “people”.’,^”

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Bill Campion

Great Post! You are spot on when it comes to “training sound bites”. We have to deliver training messages a couple of minutes at a time. I think leaders are going to finally figure out that command and control is as outdated as the leisure suit and shirt towards a partnering style that will resonate with millennials (I can never spell it correctly). Leaders who don’t take the time to engage and inspire will fail. Technology cannot and will not stand alone. Leaders must not lose sight of the power of personal connection. Thanks for the inspiration today Judith. Great stuff. Where you from in Jersey?

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Lindsay

I think your predictions are right on target – especially the parts about shorter training sessions and workplace bullying. Shorter training sessions definitely make people think harder about what goes into their training programs. Shorter sessions offer an advantage over holding a handful of longer training sessions each year, as shorter sessions can be scheduled more frequently to keep certain matters top of mind for employees – not to mention, they’ll likely retain information better in smaller bits. I also agree that more companies will be training employees about workplace bullying issues and sexual harassment. These types of cases are gaining more attention, especially from the media, but I also think that more people are speaking out about those types of incidents today. No one should ever have to tolerate bullying or harassment in the workplace.

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