Job 1: Deal with Emotions
In this age where experience resets it to zero every five years as technology advances, technology savvy millennials come in huge numbers to increase working population by 25%. Businesses will always look for return on investment. Supply of manpower being more than demand, organization restructuring exercises will be more than ever. HR professionals will be required to deal with the emotions of Gen X, who will feel cheated because of rationale business decisions.
Job 2: Manage Policies & Processes
Technology has taken a big leap with mobility. Communication is much faster and viral with social networks. Virtualization of work is becoming reality across the globe. The people policy framework needs a careful review. In an era where pizza gives options for toppings, Companies try to conduct regimented Induction programs. Policies and programs of organizations need to match up with the ground reality of the environment.
Job 3: Appetize processes
HR Technology is still struggling with basic employee life cycle systems and e- learning solutions. When world is experiencing Uber on their mobile App, it will be important to appetize the processes to maintain the experience. This is a harder process because appetization is a huge cultural shift and at the same time more efficient. The threat appetization poses on certain jobs will make it even harder to implement.
Job 4: Manage Contracts
Industry witnessed loyalty era where employees served an organization for lifetime. Loyalty era was replaced by Opportunity era where employees changed their loyalties for better opportunities. Industry will witness another drastic shift “Consulting Era”. In Consulting Era, large number of employees will move on as consultants and will provide services to multiple organizations at the same time. Doctors are a good example of this practice. HR professionals will be required to carefully redesign the contracts to ensure interests of their organizations.
Job 5: Manage Productivity
In virtual era, productivity will have a new definition. Design of work will require more attention. Contracts based on hours of service will prove inefficient for competitive organizations. Gainful employment based on objective results with predefined quality standards shall be the concern of HR professionals.
Job 6: Manage Governance
As technology simplifies administrative processes, Managers are going to take back the responsibility of individuals. Most of the administrative work shall get shifted to Managers, outsourced agencies or effisized (eliminated). HR professionals will have more time to focus on governance, whether those processes are working as per the defined policy and guidelines.
Job 7: Managing People
Managing people is an art. Leadership is a tough task. Being a good manager is an equally tough. Development of Front Line Leaders as good people managers shall have a huge impact on the success of the organization. This will bring down the attrition numbers.
Job 8: Finding People
Although millennials will be huge in numbers but skill gap will always create a situation that getting the right person will always be a challenge for People professionals. Recruitment will be even tougher as there will be more hay in the haystack even if there are multiple needles.
Job 9: Manage Inclusion
Organization dealing with diverse workforce must define its culture which suits the business model rather than leaving it to unstructured people groups. As people from different backgrounds come together, HR professionals will have to work proactively towards creating sensitivity, inclusion and appreciation. If not handd properly, power groups have potential to derail business agenda.
Job 10: Polishing Talent
The migrant population from diverse backgrounds shall need polishing to get included in the organization culture. It is not skill training. It is polishing a good quality diamond to shine so that customers are able to appreciate the value and pay the right price for the talent.
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