have been used to define the social and economic changes of the 21st century caused mainly by a technological revolution (Internet, Big Data, social networks, artificial intelligence, robotics…) which has transformed the world in which we live. But how are the world of business and work adapting to this new reality? And what will be the role of the human resources department?

To answer these questions, we will need to examine ten trends that will mark the future of the company and how human resources departments around the world will be affected:

1 - A modern, dynamic and networked structure

In view of all these changes, the priority for companies is to transform the way of working and the internal organization of companies. According to recent research, 88% of respondents (10,000 businessmen and human resources managers from 140 countries) believe that "building the organization of the future" is an important task.

In this regard, most companies are banking on a more flexible and dynamic reorganization that would leave behind hierarchical structures of the past and could respond quickly to changes in the market. The emerging model is that of a company structured around small work teams that form in a short time, work together for one or two years and then move on to other projects within the company.

2 - Employees are continuously trained

An employee's professional career typically lasts 30 to 40 years. Given the speed of technological change, how can we prepare for the challenges of the coming decades? According to many change management experts, the solution is lifelong learning. We can no longer just go to university and build our professional future on what we have learned during those years; today, our professional career has become one of continuous learning.

To ensure that their employees have the skills and knowledge they need, business training and development managers are developing less rigid and more personalized teaching models that can be used anywhere and anytime. The Learning Management Systems (LMS) of companies are adapting to this revolution by introducing videos, mobile learning or mobile learning, microlearning, gamification techniques or game-based learning .

3 - Talent acquisition

In an economy based on knowledge and human capital, the acquisition of talent is vital for the success of the company. Involved in this great technological revolution, companies are constantly on the lookout for professionals specializing in new sectors of economic activity that are growing like mushrooms. According to some business leaders, this is the third biggest challenge for companies, with 81% of those surveyed considering it fundamental.

To recruit (then keep) the best professionals, human resources managers use social networks, new cognitive technologies and Big Data. The use of videos, online forms, social media (not just LinkedIn), and Skype interviews (the last step), spread at high speed and made hiring procedures easier. while reducing costs.

4 - Improve the employee experience in the company

Human resources managers strive to maintain the corporate culture, improve the motivation and engagement of their employees, offer them better training opportunities and pay particular attention to the new demands of millennials. This commitment to improve the employee experience (from the hiring process to the development of their professional careers) aims to increase the level of employee satisfaction, improve the reputation of companies (in an increasingly demanding environment) and facilitate the transition to this more dynamic, agile and flexible organizational model. According to a recent survey conducted by Motivation Ping, over 82% of respondents said that a healthy corporate culture was critical to their job satisfaction.

5 - New ways to evaluate employee performance

The way to move up the corporate ladder or get a raise is changing. The experience acquired over the years and the diplomas are no longer the main form of assessment; now we are moving towards a faster and more flexible model. HR departments are looking for new evaluation models based on well-defined objectives and continuous feedback; For a long time, hundreds of companies (such as Adobe, IBM and Goldman Sachs) have been successfully experimenting with new ways to assess and reward the performance of their employees.

6 - New leadership

If times have changed, so have their leaders. All over the world, companies are looking for a new type of leadership that is able to adapt to the economic and social changes we are experiencing. The trend is towards younger and more diverse leaders able to lead digital technologies. One of the qualities most sought after by companies is their ability to manage small dynamic teams and the interest they show in training and learning throughout their professional careers. While this search for new leadership involves the whole company, HR leaders are essential in guiding their businesses in the right direction. One other critical factor in the new leaders that organizations seek is the ability to inspire and motivate their employees. According to Motivational Speaker, many organizations are seeking guidance from seasoned professionals to come and train their new hires.

7 - Digital human resources

If all organizations already live in the digital world, so do human resources departments. Their responsibility is to provide new digital initiatives to the entire professional structure, by implementing new mobile applications (Slack, Workplace, Microsoft Teams, Gamelearn, etc.), but also software and tools aimed at changing the way of working at within the company.

In this sense, even Chatbot services that use artificial intelligence for recruitment, are starting to find a place in the most innovative companies. Deloitte explains it clearly: “This change is happening at a rapid pace, as HR leaders are pushed to play an increasingly important role in helping the organization not only to 'go digital'. (do digital), but to “be digital” (be digital) ”.

8- Big Data at the service of human resources

Now more than ever, the numbers are in power. And human resources are not left behind in the big data revolution. Increasingly, companies are using employee data to improve staff recruitment procedures, increase business productivity, or detect logistical errors. The term “people analytics” is in vogue thanks to its new trends : the intensive use of data to make decisions about people (who to hire, who should be promoted, etc.).

9 - Promote diversity and inclusion

If companies increasingly seek to be global, digital and transparent, then they cannot ignore diversity and inclusion. Employees increasingly value these principles, and consumers themselves (like public opinion in general) are very firm in demanding respect for cultural diversity and gender equality. According to the human resources department, a policy promoting employee diversity and inclusion can not only make the company more efficient, innovative and productive, but also improve its brand image and reputation.

10 - Find the balance between machines and employees

New technologies represent a new challenge for all employees, but also for human resources managers. Which jobs can be replaced by machines and which should only be done by people? The answer to this question represents an overhaul of workstations, the organization of the company and the very future of the company.

The key is to find these “essentially human capabilities” and combine them with the best machines, robots and automation techniques. Although many people worry about the negative consequences of this technological revolution, it is actually a great opportunity: this combination of men and machines (which some define as "an increased labor force" augmented workforce) can help create more jobs, increase productivity, and allow employees to focus on the more human aspects of work.