5 Biggest Tasks Facing HR Departments in 2018

5 Biggest Tasks Facing HR Departments in 2018

With the rise in automation and tech geared towards solving some of HR’s biggest pain points, the future looks promising. Nevertheless, if companies are looking to stay on top, recruit the best talent, and manage a workspace that is the envy of their peers, HR professionals will have to be mindful of these core issues:

#1. Automating and Digitizing Processes

Over the past few months, every company seems to be undergoing a digital transformation. Cloud and mobile computing, artificial intelligence, and increasing automation have created the potential to transform nearly every aspect of a business. This rampant digitization has even infiltrated HR departments in the form of Human Resource Management Systems (HRMS) like Zenefits, Oracle and Bayzat.  Now, businesses of all sizes are searching for technology solutions for their financial and administrative tasks. Nevertheless, there remains some barriers to entry, namely the 60% of HR professionals who are concerned that automation is a form of redundancy; that their roles are being taken over by machines. Fortunately, this is not the dawning of Skynet (yet), and automation is simply there to help alleviate the pressure of redundant administrative tasks so they can focus on the ones that matter. The sooner on-the-fence HR accepts this is a cohesive partnership and not a takeover, the better.

#2. Composing the Best Culture

There’s been ample research about the new office buzzword: culture. It’s the term on everyone’s lips; the modus operandi of every HR manager. The importance of culture has been tried and tested – it’s direct correlation to office productivity and stability confirmed, however, there is no set manual on how to emulate this phenomenon and nurture it yourself. The only way to culttivate it by studying and understanding the heart of the business they work for. Even if its not a 20-something year old hub where managers wear chinos and graffiti in the form of motivational sayings line the walls, team leaders and HR will have to pull their heads together to find out what their culture is ('cause it exists for everyone) and how to best capture it.

#3. Growing Cross-Functional and Cross-Generational Teams

Building the bridge between generations has never been harder, but more pivotal. The tech-savvy generation with all its vim and passion for the workforce can only benefit from the experience, steadfastness and knowledge of older colleagues. It also combines a diverse array of viewpoints, which will have a positive impact for innovation while assuring that products and ideas are suitable across a range of perceptions.

Naturally, pulling together the perfect cross-functional team requires a lot of hard work and dedication: clarified roles, responsibilities; a clear chain of command that helps unite rather than ostracize teams of employees. A whole strategy must be in place to ensure a holistic, harmonious environment where Millennials don’t feel unimportant, or Baby Boomers pushed aside in favour of younger, tech-savvy peers.

#4. Managing Non-Traditional Work Arrangements

The world is changing. Not everyone wants kids, and certainly not everyone is comfortable working a 9-to-5 office job. People are keen to retain their independence – some form of autonomy in how they work and operate. Whether there’s the option to work from home, work part time from the office, enjoy flextime, or work remotely in any way shape or form, HR professionals will have to work on their plasticity if they want to attract and retain the top talent.

#5. Retaining Top Talent

Another big buzzword, recruiting and retaining top talent is something that’s been much discussed. One of the largest issues in any economy is finding and keeping those A-grade employees that everyone’s after; employees with drive, experience, and the tact to go far. To do so, HR professionals are going to work hard to achieve all the aforementioned points: create a thriving office culture, utilize HRMS or recruitment tools to source and manage their employees, offer non-traditional work arrangements, and of course, offer ample opportunity to grow and learn. Without these items in place, businesses will have a difficult time retaining these star players.

 

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