As a consequence of the constant yearning for improvement inherent to human beings, new technologies, new resources and, as a consequence, new HR trends emerge from time to time.
Our duty in Human Resources is to be informed of the new trends to discern which ones fit our organizations, but for this, it is necessary to know our culture, our purpose and our collaborators, only in this way we will know what future awaits us or what future adapts to us; because, quoting Peter Drucker, “the best way to predict the future is to create it”, and to generate something new we must learn from what has already been built.
So, the question arises, what are the future paths of HR along which we will have to learn to walk.
Here are some of the trends that have or could have an impact on Human Resources in the coming years:

1. Transcending in HR: Taking care of our source of support

Due to the constant adaptation that arises in many areas of work, organizations realized the importance of the Human Resources area. This area is in charge of supporting and leveraging different internal networks of the companies, but what was done to take care of this area, as professionals in charge of managing people, what did we do to manage our core of action.

To allow HR to transcend, it is essential not to neglect the source of help and support of the entire organization. Just as development plans are generated, continuous improvement, constant learning, compensation, etc., which help the company, the focus should also be placed on the HR area.

2. Thinking of the employee as the pillar of our company: Reskilling and Upskilling

Nowadays there is a major difference between the competencies/knowledge that companies seek to be competitive and the knowledge/competencies that they forge in the institutions where they obtain an academic degree.

While it is true that there are employees who are constantly seeking to update their knowledge, it can be difficult for them to find the tools and/or places where they can update their knowledge efficiently and effectively.

Organizations must be able to detect and organize a learning and development plan per job and per individual. Because two people in the same position will not necessarily have the same competencies to improve.

Organizations are starting to use or strengthen the use of platforms such as “Learning Experience Platforms”, designed to generate personalized learning experiences using Artificial Intelligence and data analysis.

Likewise, some organizations are partnering with companies or institutions that offer educational platforms, so that these, within their wide catalog, provide the appropriate training to the collaborator.
In general, EdTech should be the focus of organizations, because it can be the ideal partner for continuous training (as in the case of HPI International, which provides training content).

3. Developing leaders

The competitiveness generated from globalization has made companies start to improve in innovation, quality of products and services, infrastructure, commercial relations, etc., but an equally important part of this is the leading collaborator.

Having good leaders within the company will facilitate and promote teamwork, the fulfillment of objectives and, therefore, the achievement of results.

By way of example, IBM or the International Business Machiness Corp, in the search to train leaders, regardless of the position of their collaborators, has carried out mentoring and shadowing programs.

IBM focuses on learning and fostering leadership at all levels of the organization under the “leaders teaching leaders” scheme, in addition to considering that leadership programs must be constantly reinvented and must be instilled in the employee from the moment he/she is hired, creating for this purpose its IBM Leadership Academy.

So, we invite you to reflect on some aspects such as: Do I have leaders within my organization, am I a good leader, what am I doing to promote good leadership within my organization?

4. Gamification as knowledge management

Gamification gets employees involved with the activities through recognition, feedback, relaxation, collaboration, etc.

Likewise, research shows that gamification generates benefits such as:

  • Promote creativity and motivation: This space allows us to participate in a relaxed way, which generates that we can reflect what helps us to achieve our goals without regard or without barriers that block our innovation and / or creativity.
  • Stimulate teamwork: Implementing activities where employees contribute with other people, will strengthen ties and reduce the fear of working as a team.
  • Encourage the integration of the employee in the company: By being part of a joint activity, you not only stimulate teamwork, but also help people feel part of a purpose.

So, how much of the above is being fostered in our organizations, are we taking care of our employees’ development, and finally, do we see them as a key pillar of our growth or as just another piece of our organization?