What does the future of human resources look like for your clients?
HR Recruiting

What does the future of human resources look like for your clients?

Nearly half (48%) of human resouces leaders believe that many core HR functions will be automated by 2022. How do we know? Simple. We asked them. We recently conducted a survey of more than 500 C-suite executives and HR managers/directors (i.e., your clients) to get a gut-check on what they think the future holds for the HR function. Here’s what they told us.

How HR Professionals Feel Today

HR leaders say they actually feel pretty optimistic about the direction of their businesses right now. Overall employee morale is high, but two big challenges – finding the right people and keeping them motivated (you’ve heard that one before) – will continue to keep human resource management on its toes. Forty-five percent said that their biggest challenges are recruiting and retention.

Unemployment rates are at historic lows, so it only stands to reason that your clients’ companies are in a race with the competition to hire the best-of-the-best employees. Because of this challenge, more companies are focusing on building and marketing their employment brands. So, it’s become more important than ever for your clients to work on positioning their companies as employers of choice. You can help here by making sure they stay up-to-date on the latest benefits offerings, as well as keeping them informed about ancillary voluntary benefits that can help with recruiting, engagement and retention.

How They’re Prepping for the Future

HR is gradually becoming less about administrative tasks and more about adding strategic value. Organizations are doubling down on data and creating people-centric models of recruitment and retention. Are your clients following suit?

The average worker will change jobs no less than 12 times throughout their career, which puts pressure on HR to not only find, but also to engage and develop talent. In the next five years, HR leaders will work to promote a holistic approach to the full employee lifecycle from the early stages of attraction and onboarding through career development, learning, and training.

What Will HR Look Like in 2022?

When asked what they predict as the future focus areas five years from now, HR leaders said that they think the top three priorities for the HR teams of the future will be: training and development (49%), employee retention (42%), and employee morale (41%).

Over the next five years, HR – with its diverse mix of skill sets and unique perspective on business operations – is positioned to add strategic value to the C-suite on critical issues ranging from recruiting and onboarding to talent development and retention. Our survey indicates that HR leaders are gearing up for the challenge. Most of them are reporting that their departments will increasingly become more strategic, more data-driven, and critically focused on people development.

There’s never been a better time for you to make a difference for your clients. As their trusted advisor, you have a distinct opportunity to help them get out in front of these issues and be prepared for the HR of the future. Download our new HR Trendcast Report to find out how.

More to Discover

Taking the Guesswork out of Employee Pay - Part 1

Taking the Guesswork out of Employee Pay - Part 1

Deep Dive - External Equity and Market Pricing Feel more comfortable with how you determine employee pay at your company by learning how to align market pricing with your business strategy, understanding survey data and market pricing steps. Speakers: Christine Ippolito & Joanna Hall Christine Ippolito, SPHR, SHRM-SCP - Christine is the Founder and Principal of Compass Workforce Solutions, LLC, a consulting firm providing strategic human resource expertise to small businesses to reduce exposure and increase profitability. She has served clients in a leadership capacity for 25 years in multiple industries and environments within Fortune 250, venture capital and equity-backed companies, as well as privately held and family-owned...

Taking the Guesswork out of Employee Pay - Part 2

Taking the Guesswork out of Employee Pay - Part 2

Deep Dive - Creating Base Pay Structure to Achieve External and Internal Equity Take what you learned about market pricing in Part 1 to the next level in Part 2 of creating a base pay structure by learning the steps and considerations in building a base pay structure. You will learn the different approaches that may be used to build a base pay structure and how to maintain your base pay structure and evaluate for effectiveness. Speaker: Christine Ippolitto Christine Ippolito, SPHR, SHRM-SCP - Christine is the Founder and Principal of Compass Workforce Solutions, LLC, a consulting firm providing strategic human resource expertise to small businesses to reduce exposure and increase profitability. She has served clients in a leadership...

Understanding FMLA Regulations

Understanding FMLA Regulations

What is the Family Medical Leave Act (FMLA?) The Family and Medical Leave Act (FMLA) is a federal law that allows eligible employees to take up to 12 weeks of unpaid leave in any given 12-month period for certain medical and family reasons without fear of losing their job. Signed into law in 1993, the FMLA is designed to help employees balance their work and family responsibilities while promoting equal employment opportunity for men and women. Who is Eligible for FMLA? An employee is eligible for FMLA leave if he or she has worked for a covered employer at least 12 months, completed at least 1,250 hours of work during the past 12 months and worked at a location within 75 miles of where the company employs 50 or more people. Keep in...

The Turnover Crisis in Restaurants

The Turnover Crisis in Restaurants

An Action Plan for Owners and Operators Restaurants across the country are experiencing high volumes of turnover at an alarming rate. In 2016, turnover exceeded 70% for the second consecutive year, and the turnover rate in the fast-food industry reached 150%, the highest since data was first captured in 1995*. With record numbers of restaurants and more jobs to choose from, employees are willing to take risks to find the right fit. The demand for restaurant workers isn’t going away, so it’s critical to find the right HCM provider who can help solve your HR challenges with the right combination of technology and expertise. More than 3,000 restaurants across the country depend on Paycor to help onboard new hires, pay them accurately and...