The Future of Human Resources


Lately, and I don’t know why but I use to read old studies about what they said about the future of HR.

It is at least curious to read what the experts said in the past and where we are now.

I just finish one study did ten years ago (2002) by The Society for Human Resource Management (SHRM) called “The Future of the HR Profession Eight Leading Consulting Firms Share Their Visions for the Future of Human Resource”. In the study The following participated the most important consulting firm in HR in this moment –Accenture, Arthur Andersen, Hewitt Associates, Mercer, PricewaterhouseCoopers, Resources Connection, Towers Perrin, Watson Wyatt Worldwide-.

It is worth reading the full study because you can take good ideas and think about it, but here you can read the main conclusion:

One of the questions SHRM posed to study participants concerned their view of HR’s most compelling work. Based on the ease and energy with which this question was answered, it’s evident there is no shortage of challenging work for HR professionals. From our consultants’ perspective, HR makes its strongest organizational contribution in the following ways:

As Strategic Partners, HR professionals are integrated within lines of business, working with executive teams to create people strategies that deliver tangible results.

Optimizing Total Rewards is a way for HR to work with senior management to find the right combination of pay, benefits, environment and learning opportunities to engage employees and reinforce company culture.

Achieving Flawless Execution in Employee Transactions is a primary role for HR. Outsourced administration or no—HR is accountable for the quality of service, accuracy and speed of employee-related processing and transactions.

Developing Metrics, to quantify in dollar terms the value HR initiatives bring to the bottom line, is the best way to ensure future investment in the HR function. Will human resources survive in an environment where new technologies replace many core functions and outsourcing vendors compete aggressively for HR roles once found solely within an organization? Right now, there are two things we know for sure: HR issues will always exist; and there will

From my point of view we are still in the same point. I mean, the process to consider as HR a strategic business continue go ahead and has been accelerated for economical crisis that we are living but as we might expect. We still have a hard process to get that the Head of HR has voice and vote the board of members of the company as a strategic area of the company.

Thanks to the internet the world is changing, now we are not in the Information era if not we just change to the Talent era, which means that everyone has access to all information that you could ever imagine. The info now is not power like in the past, the real power is how to interpret such a large amount of information and get the possible conclusions for the business. I call this new method to work “Collective Intelligence” and I don’t have any doubt it will be the big change during the XXI century.

In conclusion, if we want to have the best people in our organization to do business and get their “Collective Intelligence” we need put emphasis and know how the important is the HR area for our company. It depends the importance we give to us for HR area, our business will be more profitable. Here there is no way back, Top executives and CEOs who can see this point as the first and they start to consider HR as one of the Keys of the business will be successful.

Borja Burguillos

Author: Borja Burguillos

Global People Strategy

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