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10 trends that will shape HR in 2018

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What a difference a year makes.

Last January, the HR industry braced itself for a period of regulatory uncertainty with the inauguration of President Donald Trump, whose campaign hammered on the large volume of regulations placed on businesses by his predecessor. That, coupled with a last-minute injunction halting changes to the overtime rule, made it clear that keeping a workplace compliant in 2017 would be a challenge.

But the year wasn’t just about Washington. HR departments across the country played a crucial role in one of the year’s largest controversies, an avalanche of incidents wrapped into one succinct hashtag (#MeToo). And the push to make the workplace a safer, more diverse environment meant a steady stream of tasks for the HR department and renewed scrutiny for the critical role it plays.

In 2018, a new round of trends and some recurring themes are likely to shape the HR landscape.

#1: The changing role of the CHRO

The CHRO role has been shifting for years, and 2018 may be the year we see this shift go full-throttle.

HR generally has seen dramatic changes in how talent is identified, onboarded and supported in the past five to seven years, Jim Link, CHRO, Randstad North America, told HR Dive. While the people skills at the core of HR will remain key, execs will need to be “equally adept” at numerical reasoning, fiscal responsibility and understanding the impact of automation, he said.

There are a number of company leaders who have said they won’t hire “any more HR people who don’t understand statistics,” Josh Bersin, founder and principal of Bersin by Deloitte Consulting LLP, said. Those HR execs that don’t grasp visual thinking, strong digital communication skills, organizational design and data security will be behind their peers in top-performing companies.

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