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Quo vadis, HR?

Cloud computing, digital personal data, big data, crowdsourcing, HR-Analytics, …

Question: Where is the HR in the HR blog?!

Answer: Well, how much “human” is actually still in the HR? Are we not all a bit IT today, a bit digitized and networked? And if not, is there any future for HR as a professional independent department?

The above expressions could be read on technical pages, IT blogs or computer magazines. One would assume that HR had long been fully digitized and has arrived in the “4.0-era”, but the reality is different. So what are HR managers doing? Are there still boundaries between personnel and IT or digitization experts?
Is IT even taking over the HR management in the following decades? These are questions that any HR manager should ask himself (and better quickly). More and more the touch points in information technology are getting larger. Therefore, it is of great importance which digital skillset the responsible HR Manager has acquired today. Depending on the position, it needs more than only a bit of technical expertise and knowledge about digitization and new media, but it also needs profound skills.

Jobs such as the HR Controller, (Big) Data Analysts and HR Engagement Managers will have more important roles. Through a comprehensive (computer-assisted) analysis, especially large HR departments, which manage a huge workforce, can gain even more knowledge from the (often already) available data. It is also about algorithms that can be developed, improved and fed using Big Data. Thus, for example, the matching between companies and candidates can be made more effective and efficient. This is where requirements profiles are created that can be located between HR, IT and mathematics.  Most importantly, however, it is important to understand the target group(s) in the current upheaval (from analogue to digital) and to address it accordingly.

For HR, this means: To manage the existing workforce in a timely manner and, if necessary, to use new possibilities for the retention and motivation of employees (i.e. talent management). In addition, new approaches to recruiting are emerging. All these topics can be processed with software support. Today’s and future generations are very familiar with digital media. Platforms (such as Facebook, Snapchat, etc.) that HR could use are usually better understood by the job candidates and thus are hardly used for employer marketing and other disciplines of employee recruitment.

In order to make human resource management irreplaceable, it must use its most important component – the human one. In future, the HR manager will also need the right composition of their team. Which candidate is best suited to the company culture? Who will fit perfectly into the team? Questions which can also be answered by a person responsible for personnel in the future. Nevertheless, one must be flexible and adapt as quickly as possible; recognizing trends and hypes, and, for example, adapt these for recruiting. For HR managers, this is made possible through modern technology. At this point, HR can gain new insights through IT.

One thing is certain: digitalization is in full swing and HR managers will not be able to hide from this trend. This is why it is now time to position the HR department for the future. If human resources management is to exploit the full potential of digitalization, the IT department is only a means to an end. When HR is supported by automated processes, it ultimately also enhances the focus on the core tasks of an HR manager and thus also gains the decisive competitive advantage.

Published in[:de]Digitalisierung[:en]Digitalization[:de]HR Trends[:en]HR Trends