A couple of weeks ago, I served as a judge for a case competition hosted by McMaster University. The competition, Focus 2040, asked students to consider one simple question – what does HR look like in the future? A larger field of competitors had been narrowed down to a group of 10 finalists. Over the course of the day I viewed 10 separate presentations on this question. It was an exciting and inspiring experience. Exciting because of the energy and creativity demonstrated by the participants and inspiring due to the intelligence and consideration that each presenter infused in to their work.
We saw presentations with innovations such as work histories contained in biometric fingerprints, payments in cryto-currency, and remote working arrangements (even for factory workers) via the use of remote controlled arms. Some of these advancements are difficult to wrap our minds around but who would have predicted video-conferencing at the turn of the last century?
One of my favourite presentations admitted that it would be impossible to predict the future and instead focussed on skills and organizational structures that would see us through a chaotic and fast paced business environment. I appreciated this perspective and viewed it as the only plausible view to the question of predicting the future.
What do you believe will guide the future of HRM? Undoubtedly the two major forces in human capital management will continue to loom large, technology and globalization, simultaneously allowing us to be farther apart while bringing us together in new and unpredictable ways. But what else? I’m interested in hearing your views on HRM 2040.
Khaula // Apr 2, 2014 at 10:11 pm
I am also a strong believer in the fact that we cannot predict the future however that doesn’t mean that HR f0lks lack imagination!
I imagine that HRM in 2040 will be geared towards a generation that has been parented in a completely different style than traditionalists and Generation Xers.
In 2040, children who learned ABCs through the ipad will be between the ages of 25-35 and will be actively employed in the workforce. As such, I foresee a mobile and paperless work environment. The need for a fixed work location will no longer exist and nor will office space be required for the storage of paper files. Working outside of the work location and from home will become the norm.
I guess the employees of the future will look back and scratch their heads at the idea that their parents/grandparents actually sat in traffic to get to work in the year 2014…
Sabrina Monoar // Apr 6, 2014 at 3:38 pm
While I can’t predict the future, I do hope that HR gets a seat at the ‘big table’ in an organization, without having to explain why they should be. The reason I say this is because I had a manager in 2014 who still called HR the ‘touchy-feely’ department. I think organization’s perceptions will change, as the new generations (X or Y) come into the workplace, and some organizations may already be changing.
Mandana Khandan // Apr 8, 2014 at 7:57 pm
Human Resources field has evolved significantly in recent years. Universities offer HR program under different names “HR & Industrial Relations” or “Human Resources Management “, “Organizational Behaviour” and sometimes “MBA with HR Concentration”.
I think that economic growth, rapid technological changes and globalization will impact HR in near future. However, I believe that unions will not be able to secure their financial and social powers due to budget deficit in public sector in future. In fact, HR in public sector might be affected as majority of employees are unionized in public sector. Unions might be out in year 1940!
Additionally, not long ago the idea of maintaining a complex, immediate communication network with friends and strangers all over the globe would have seemed outlandish, but today that practice is a fact of life and an integral part of many people’s lifestyle. Companies use social media (LinkedIn) for monitoring and assessing potential recruits regularly. In future, technology might play an important role in talent management area.
Mohammad H // Apr 8, 2014 at 9:25 pm
I am a strong believer although coming days will be more challenging and different than that of past but HR will a value adding partner to the business. In future, millennial will redefine jobs, doing work at home and taking home to work will be a common practice.
There will be an increased focus on infrastructure i.e. social networks. Despite employee will be sitting just a few feet away from one another, but their preferred mode of communication will be technology driven i.e. employees will extensively share ideas through technology like videoconferencing, e-mail and text messaging and social media like face book twitter etc.
In future, virtual or remote work will become an accepted norm, office spaces will shrink and ‘home office’ concept will be more popular and acceptable norm towards work life balance and the workforce will be comprised of a network of individuals that spans the globe. Workforce will be more mobile; borders will be smaller barriers to employment.
Mandana Khandan // Apr 8, 2014 at 11:03 pm
Human Resources field has evolved significantly in recent years. Universities offer HR program under different names “HR & Industrial Relations” or “Human Resources Management “, “Organizational Behaviour” and sometimes “MBA with HR Concentration”.
I think that economic growth, rapid technological changes and globalization will impact HR in near future. However, I believe that unions will not be able to secure their financial and social powers due to budget deficit in public sector in future. In fact, HR in public sector might be affected as majority of employees are unionized in public sector. Unions might be out in year 2040!
Additionally, not long ago the idea of maintaining a complex, immediate communication network with friends and strangers all over the globe would have seemed outlandish, but today that practice is a fact of life and an integral part of many people’s lifestyle. Companies use social media (LinkedIn) for monitoring and assessing potential recruits regularly. In future, technology might play an important role in talent management area.
Ihuoma Akaleme // Apr 9, 2014 at 8:30 pm
The future of HRM will be very compelling, with several interesting realities. I believe that some of the indices which will guide the future of HRM will include globalization – integrating and harmonizing the various operational entities of an organization in different geographical locations, (can we really predict the effects of globalization on the organizational culture as per organization’s competitive advantage and economic dominance? …), then generational diversity – a major make or mar reality that would definitely define the future of HRM. As the presence of the different generational cohorts currently in the workplace are now tending more towards that of the millennial cohort, the younger and (future) generations will expect ‘work’ to be entirely different from what we know it to be now, their engagement and retention can only be imagined. I wonder what impact it will have on labour relations or employment relations. Technology is another index – this is a known realty which has in the past defined HRM and will continue to define the future of HRM.
HR professionals should prudently follow the leads of today in to tomorrow’s Human Resources Management.
Mary Rosano // Apr 13, 2014 at 6:19 pm
I feel HRM in 2040 will be closely related to the over all strategic direction of the company. Gone will be the days of “transactional HR”. Companies will see that by embracing the many constructs associated with Human Resources, they will gain a competitive advantage over their respective industries. They will no longer see HRM as a separate entity – one that is called during times of training, hiring or firing. Instead, they will sit at the table and be part of the creation and execution of the companies goals.
Tasneem Merchant // Apr 24, 2014 at 9:54 am
Would like to share something I learned today..
I was looking at an employee’s HR file who started with the organization in 1964 and completed 50 years of service!!! WOW. Going through the pages felt like a flicker book on HRM evolution. HRM evolution over 50 years was reflected in increased use of technology for HRM administration, restructuring of departments, redesigning of jobs, increased use of business langugae in corresponences from HR, training requirements outlined for the employee.. all in the spirit of change and innovation!!
I realized that in the past 50 years HRM has come a long way and will continue to evolve towards becoming more strategic business parters. All that we learnt about change, technology and innovation has been and will be an underlining current in what we will see HRM in 2040.
Cindy MacDonald // Apr 29, 2014 at 8:29 pm
I believe that technology will be the primary factor that will guide the future of HRM. Currently technology is changing how HR departments are functioning on a daily basis and as technology continues to evolve it will inevitability change and reshape the way HR departments conduct their future business. I anticipate that technology will alleviate the administrative burden of paperwork that many HR departments are challenged with, so that HR professionals can focus on the other work such as analytics. Furthermore, I do not believe that technology will ever be able to replace the people management practices of HRM.