With low unemployment and technology remodeling how we work and live, big changes are coming to the Human Resources function in 2020, according to Inc. Magazine:
Deploying chatbots to handle recruiting
“The cost of talent acquisition at that level needs to be pretty low,” said Jeanne MacDonald, president of global RPO solutions for management consultancy Korn Ferry,
“So companies are looking for a kind of chain of pre-configured robotic process automation where the bot itself is engaging the candidate through the entire recruiting process, rather than the recruiters themselves.”
Reskilling of the workforce
With unemployment low, the “buy, not build” strategy of hiring is unlikely to work. It’s vital for employers to retain employees, even those whose roles are shifting or being eliminated from the company, because there’s no guarantee of hiring additional talent.
Shaking up who’s in the HR department
With human resources becoming ever more important to company growth during this period of low unemployment, HR people themselves are more likely to come from various backgrounds, and bring new skill sets that previously weren’t essential for the job.
Possibly even corporate real estate!
HR departments leveraging internal data to find potential new leaders, and help employees change teams internally
Right along with performance metrics such as sales quotas, Salesforce uses “people analytics,” its version of HR data, to understand how its more than 45,000 employees are working. The company uses confidential, semi-annual employee surveys to measure employee engagement and the overall health of the company’s culture.
Salesforce uses the responses to create an “an internal Glassdoor,” collecting comments that help identify who is engaged, has good ideas about how to improve the company, and has been helping their co-workers. The information is then used to help enhance internal recruiting and mobility.