Human resources roles are often affected by changes in the employment landscape. For Australia, these changes have been ongoing over the last few decades. For example, we have seen a decline in some industries e.g. manufacturing and social care.
For those in management roles in this unique sector, there are exciting times ahead but there are also a number of trends that should not be ignored. SkillsTalk look at these trends and the HR challenges that might result from them.
6 HR trends and challenges in the next 3-5 years
- HR management will mainstream alternative work practices.
- The Consumer Data Right Bill will have an impact on HR management.
- The rise in part-time employment may put pressure on HR managers.
- Talent acquisition will be a key industry success factor.
- HR managers will have key HR data at their fingertips.
- The thirst for lifelong learning will demand to be recognised.
1. HR management will mainstream alternative work practices.
Whether you are a fan of freelance
, gig and other flexible working practices or not, they appear to be here to stay. Australia’s changing employment requirements
and lowering birth rates
have led to a skills shortage in key areas. This means that the employee has gained power and with that power comes choice.
The growing use of an outsourced workforce will continue to present HR challenges to management. Recruitment, training, work allocation and benefits management will all be affected as our concept of employment changes.
Some organisations are already working towards meeting this HR trend head on but, as the mobile workforce grows, more adaptations are definitely just around the corner.
2. The Consumer Data Right Bill will have an impact on HR management.
At present the new CDR Bill
rules, relating to data access and sharing, only directly impact on Australia’s energy and banking organisations. This is likely to spread outwards until it is an economy-wide approach and have a far-reaching impact on the management of consumer data.
Data, including HR data, holds great value and is viewed as an asset. This situation will inevitably bring about HR challenges as organisations strive to ensure that they meet data accreditation requirements with regard to employee data.
3. The rise in part-time employment may put pressure on HR managers.
Over a quarter of Australia’s workforce now works in part-time roles
and this number is increasing. Whilst some people choose this work pattern so they can study or care for children, others simply cannot find full-time work. The growth of traditionally part-time service industries such as hospitality, health and education has contributed to this rise.
Some businesses prefer a part-time workforce because it gives them more flexibility during times of lower production. This HR trend will continue to put pressure on HR management as employees have multiple jobs and employers have larger workforces.
4. Talent acquisition will be a key industry success factor.
Appropriate talent acquisition can have considerable impact on organisational success. The recognition of this is leading to new models and recruitment methods.
Talent acquisition is set to integrate more fully with other key business practices. This will mean a change of focus for HR managers in this field. They will be expected to ensure a rewarding employment journey for all employees that will include personalised learning opportunities
and a focus on professional growth.
Artificial intelligence will play a key part in the analysis and selection of new employees and HR managers will be expected to lead the way in the use of new technology.
5. HR managers will have key HR data at their fingertips.
One of the growing trends in HR management will be the use of big data to inform recruitment decision-making. The use of these large data sets will give HR specialists an advantage when it comes to candidate suitability, talent attraction and staff retention. These changes will be fast-moving but it is predicted that the following will become common practice:
- Automated procedures to accept or reject candidates at initial recruitment stages
- Ongoing communication with employees who have left the organisation
- The use of big data to build person profiles and ideal candidate criteria
- The strategic use of social media to attract talent
- The increased upskilling of HR professionals
- The use of gamification to assess candidate suitability
6. The thirst for lifelong learning will demand to be recognised.
When it comes to careers, the Australian workforce is more willing to adapt, grow and learn than ever before. This willingness comes with an expectation that employers will take some responsibility for lifelong learning opportunities. Employees will seek out organisations with a proven track record of ongoing training and development. Those businesses that don’t keep up with this demand run the risk of their talent slipping away.
Lifelong learning opportunities can take different forms. For example, online learning
offers little or no disruption to work patterns and fits easily around other commitments. One of the key HR challenges for tomorrow’s HR managers will be to ensure that employees are given regular access and appropriate recognition for continued learning and self-improvement.
Meet the coming challenges head on with an online course in HR
There can be no doubt that the role of HR manager is an exciting one that is set to become even more interesting. With an increasingly mobile workforce, the end of the ‘career for life’ mentality and the onset of freelance and other flexible working patterns, HR change is here to stay.
Whether you want to make a career change or move upwards in your existing HR career, competition is high and qualifications valuable. Upskilled offers a range of flexible online courses in human resources
tailored to fit into a busy career and lifestyle.
Most courses take 12-months and can have a huge impact on self-confidence, CV development and ongoing skill levels. To make sure you are keeping up-to-date with the latest HR developments, get in touch with one of Upskilled’s education consultants today.