The future of Workology: The Human Resource Trends

Workology is the connection and study of art, science, culture, work and technology, specifically when it relates to our workforce and employees.
When it comes to the field of human resources and recruiting, our worlds are changing, evolving and traveling at the speed of light as we work to enhance our employee’s output, their quality of life and the business results of the company ,etc. This is where the story of human capital begins with Workology.
We live in an era of constant innovation and change. HR innovations and future HR trends while managing day-to-day work can be strenuous.
There are some challenges that can be shape the future of human resources departments as well as organizations.
A modern, dynamic and network organization
Faced with all of these changes, the priority for businesses is to transform the way they work and the actual organization of the company. Building the organization of the future is important.
Majority of companies are striving for a more flexible and dynamic reorganization, and leaving behind the hierarchical structures of the past in order to be able to respond quickly to changes in the market. Companies are being organized around small work teams which are set up quickly, work together and also move on to other projects within the company. “As organizations make this transition, they find that smaller teams are a natural way for humans to work”.
Employees are learning all the time
To equip employees with the necessary skills and knowledge, company training and development managers are developing more flexible and curated learning models that can be used in real time, all the time. Companies’ Learning Management Systems (LMS) are being adapted to this revolution by incorporating videos, mobile content, micro-learning, gamification techniques and game-based learning.
Talent acquisition
Talent acquisition is vital for any company. Immersed in the great technological revolution, companies are constantly on the look-out for professionals specialized in new areas of economic activity that emerge almost overnight. To recruit (and then retain) the right people, human resources leaders are using social networking, new cognitive technologies and big data. The use of online forms, social networks etc have speeding up for recruitment and reducing costs.
Enhancing the employee experience in the company
To enhance the employee experience aims to increase employee satisfaction, improve companies’ reputations (in an increasingly demanding environment) and facilitate the transition towards a more dynamic, agile and flexible organizational model.
New ways of appraising employee performance
The way to achieve a promotion within the company or a raise is changing. Experience, seniority and examinations are no longer the primary method of appraisal and there has been a shift towards a faster and more flexible model. Human resources departments are looking for new appraisal models based on well defined targets and continuous feedback; hundreds of companies have been successfully experimenting with new ways to appraise and reward employee performance.
New leaders
Companies around the globe are looking for a new type of leader, one that is capable of adapting to the economic and social changes taking place. The trend is towards younger and more diverse leaders who are able to run businesses the digital way. Their ability to manage small, agile and dynamic teams is in high demand by companies, together with an interest in continuous learning and development throughout their career. While the quest to find new leadership should involve the entire company, human resources leaders also play a key role in steering their company in the right direction.
Digital human resources
As the organization as a whole becomes digital, human resources departments must also follow suit. The department’s responsibility is to roll out new digital initiatives to the entire workplace, implement new mobile applications , software and tools that help change the way the company works.
Big Data at the service of human resources
Human resources are not being left behind in the big data revolution. More and more, companies are using data about their employees to improve staff recruitment processes, increase company productivity and detect logistics errors.
Promoting diversity and inclusion
As companies strive to become more global, digital and transparent, the issue of diversity and inclusion cannot be overlooked. Employees attach increasing importance to these principles, and consumers have become more exacting in their demands for respect for cultural diversity and gender equality. Promotion by the human resources department of a policy that fosters diversity and inclusion among employees will not only make companies more efficient, innovative and productive, but it will also improve their brand image and reputation.
Striking a balance between machines and workers
New technologies pose a new challenge for all employees, and also for human resources leaders. What kind of jobs can be replaced by machines and what ones should be performed only by people. While many companies may be worried about the negative impact of the technological revolution, they should see it as a huge opportunity: combining workers and machines may create new jobs, boost productivity and allow workers to focus on the human aspects of work.