HR trends that are emerging in the Future of Work

The field of human resources is constantly changing. These are some of the most important human resources trends in 2018.

Workplaces are undergoing profound transformations to accommodate the varying expectations of a multigenerational workforce and the increasing influx of AI-enabled entities.

1. Artificial Intelligence will play a stronger role In Human Resources.

Artificial intelligence already is important in the human resources sector. Estimates indicate that 20% of human resources workers will specialise in activities that are related to Artificial Intelligence by 2020. Even if your job is not exclusively dedicated to the use of Artificial Intelligence, you’re likely to spend a significant amount of time working with AI. In fact, two-thirds of recruiters anticipate spending more time working with artificial intelligence in 2018. There are many types of artificial intelligence that will be used in human resources departments. Some forms of human resource software will make use of machine learning. One of the most beneficial forms of software for human resources departments in 2018 will be shift scheduling software.

2. There will be strong competition between Human Resources companies.

There always have been multiple major players in the human resources industry, and there always has been competition between these companies. However, new companies have entered the arena. While Microsoft was always a large corporation, they weren’t considered a major player in human resources until relatively recently. In addition, Google and Facebook now have job search features.

Google has two features that will be important for the HR industry. One of its features is Google Hire. Google Hire is an applicant tracking system. In addition, it makes use of search engine API. This allows job boards to get their listings ranked higher in search results. Facebook now has a jobs function. The jobs function of Facebook is likely to allow as many as two billion people to access job postings. These services will directly compete with the services that are offered by other human resources companies.

3. Corporate training is likely to improve.

The improvements in technology in human resources will require more extensive training for employees. The increased amount of training that is required for human resources positions will require more employees to conduct the training. For instance, companies will need to hire data scientists and machine learning engineers in order to conduct the training that is required for human resources employees.

In addition, the nature of corporate training is likely to change. Due to the fact that there will be more material that needs to be covered, corporate training will increasingly make use of videos. In some cases, virtual reality technology will even be used.

4. Independent whistleblower technology will help human resources departments to more effectively combat sexual harassment.

In many cases, human resources did not respond to sexual harassment complaints. Some human resources departments even were found to have sided with the harasser. However, new technologies will help to prevent this from occurring in 2018. However, it isn’t known how effective this technology will be at reducing sexual harassment in the workplace.

5. There’s a good chance that a new human resources company will have an initial public offering.

It’s likely that the largest human resources companies will do best in 2018, and this will be an incentive for entrepreneurs who are starting a human resources company this year to invest a large amount of money in the company that they are starting. As a result, new companies in human resources might offer potentially profitable stocks. Furthermore, there’s also a chance that mergers will occur. This also could result in an initial public offering. A new human resources company was founded on 8 January, and the initial public offering has already occurred. The name of this company is Text Recruit.

Jenn Livingston is a US-based freelance writer who works primarily with small businesses. She loves to help other people solve problems in the workplace, and enjoys reading and exercising in her spare time.

This article appeared in the May 2018 issue of HR Future magazine.

Read Previous

Does the quest for high status encourage misconduct?

Read Next

Brand impacts on employee engagement and revenue