As 2021 comes to an end, experts are making predictions about what 2022 will look like.
Sage has gone further and looked ahead to 2030.
What must HR do to prepare for the future of work?
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As the end of 2021 approaches at record speed (how is it already December?), readers will see lots of predictions for 2022 from UNLEASH and our HR tech friends.
However, Sage has gone one step further and explored what the world of HR will look like in 2030 and what companies need to do to prepare.
The first is that HR must adapt to a ‘training-first approach’ if companies want to bridge the significant skills gap present in the workforce at the moment.
Susan LaMotte, founder and CEO of exaqueo and one of the experts interviewed by Sage, explained: “If it’s true that there are less qualified people to fill…roles, then organizations will begin to truly invest in developing those skills through immersive learning experiences, such as company-sponsored schools and classes, apprenticeships, on-the-job-training and comprehensive rotational opportunities”.
This is urgent since the ‘Great Resignation’ is showing how important career development and progression are to employees.
In this context, Sage’s report calls on HR to focus on succession planning and creating a leadership development approach that matches employees’ expectations.
HR also needs to focus on its own upskilling, particularly around data and analytics. The report notes that they need to know what data matters the most, and how to use data to make informed decisions.
Another Sage interviewee and Lighthouse Research’s chief research officer Ben Eubanks explained that in 2030 “there will be greater demand for HR to step up and lead with data to bring solutions to the business through research and information rather than a gut feeling or how we feel about something on a personal level.”
HR and tech in 2030
It is, therefore, no surprise that people analytics is going to play a core role in the 2030 world of work, according to Sage.
The company predicted that people analytics will start to support C-Suite and business decision making; it will enable companies to move from being reactive to being predictive and proactive.
The main benefit of people analytics is that it helps companies to future-proof and respond to future shocks.
Along these lines, Sage also recommended that HR needs to be agile for further disruption in the future of work; they need to be able to adapt quickly to changing priorities and help employees to be resilient.
On the topic of tech, Sage also noted over the next decade will be the ‘Great admin liberation’, where automation and artificial intelligence will give HR 30% more time to do their work.
Tech will help HR bring more value to the table, as well as focus on doing more purpose-driven and strategic work.
Mel Norris-Green, Research Adviser at CIPD, added that HR will need to use “technology in a human-centered way”, since employee experience, engagement, and satisfaction will be crucial over the next decade.
The shift towards human-centered HR and employee experience is already starting in response to the ongoing ‘Great Resignation’ or ‘Great Adaptation’.
But it is clear companies and HR needs to continue to evolve and innovate in order to keep pace with employee expectations and drive business growth in the next decade.
