The Changing Face of HR
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The Changing Face of HR
Tandem Partners celebrates its 10th year of business in 2021, a milestone that got me thinking about the key ways in which HR has changed in the last decade. In no particular order, these are the 5 biggest changes that struck me but I would love to hear other people’s thoughts and opinions, not to mention predictions for the next decade!
The Rise of Social Media - 10 years ago Twitter was in its infancy, Facebook was a distraction and LinkedIn was an optional extra rather than the essential workplace networking tool it is today. 10 years ago most organisations had rules and technology in place to prevent employees accessing social media during work hours. Today, most organisations encourage employees to share company social media messages on their personal accounts to build brand and bring legitimacy. Indeed, social media has become a key part in most progressive organisations’ employment brand and attraction strategy.
Remote Working - The concept of remote working has been around for decades but even 10 years ago few employees could easily work from a remote location, whether that was home, a coffee shop or the local library. When we first set up Tandem Partners, we embraced the Cloud, conscious of how it would help us work from anywhere and enable us to respond to customers more quickly, but it certainly wasn’t the norm at the time. Now, technology makes it easy for employees to perform their jobs from pretty much any place with a Wi-Fi connection. The global COVID-19 pandemic has further accelerated this trend and with Future of Work a hot topic, it will be fascinating to see how things evolve on this front.
The Use of HR Analytics to Drive Decision Making – 10 years ago, for all but very few organisations HR Analytics meant not much more than reporting on employee data. Fast forward to today and a high number of organisations are using HR Analytics to make better decisions with data, create compelling business cases for HR interventions and giving the contemporary HR practitioner the opportunity to be involved in decision making at more strategic level. Indeed, when we ran our 2020 HR Survey, 42% of respondents said their organisation had a dedicated Data & Analytics team as part of its HR function, whilst 66% of respondents said they believed Data & Analytics were important in driving conversations with the business.
The Broader Impact of Technology on HR - The last 10 years have seen some incredible advancements in HR related technology and we now have a raft of products out there which automate processes and reduce the administrative burden on the average HR practitioner. Approaches to recruitment, onboarding, payroll, performance management and engagement have all benefited from automation, allowing HR practitioners to spend less time on mundane tasks and more time engaging with the business in meaningful strategic conversations.
The increased importance of Diversity & Inclusion in HR Strategy – D&I has long been a theme in HR but it’s fair to say that over the last 10 years, the dial has shifted significantly, driven by a series of global events and by expectations around social and racial justice. Whereas 10 years ago, for some organisations D&I was an afterthought, most progressive organisations now have Inclusion front and centre as a key pillar of their HR strategy and a critical lever in attracting talent and maintaining an engaged workforce.
Clearly, a lot has changed in HR over the last 10 years and it will be fascinating to look back on our 20th Anniversary to see how HR has changed over the course of the preceding decade!
Matt Parrish - Director
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