Future Trends in HR and HR Analytics – The Future Workforce and the New Organizational Identity: 2017 – 2025



The workforce is evolving at a faster pace than ever before. And we workforce managers – the HR team, has to deal with and manage a restless, ever-changing, varied workforce.

What are the key trends that we can expect?

  1. We will see much more flexible policies for engaging the workforce since the number of people working outside the normal regular full time employment will increase exponentially. Thus, we will have a larger proportion of people opting for flexi time or project based work. Tracking of performance will be digital. It will be very likely that the per day rate for this breed of employees will be higher but the number of holidays clocked will be lower. Also, most of the work will be standardised for easy measurement and rewards.


  1. Emergence of a Digital HR ecosystem. This flows from the point above. There will be a higher number of apps and tools that will be available with the HR Manager and the employee. This is a great opportunity but the added complexity will need getting used to. Also, a judicious decision on the best tool will be needed.


  1. Loneliness at work– and a lack of personal connect will become a bigger problem than it is today. Again, this flows from the above two points. However, we HR Managers are responsible for the ‘climate’ within the organisation. We will work much harder to maintain the connect – have mandatory ‘non-virtual’ meeting etc. to keep a healthy mix of connectedness of the employee to the organisation


  1. Online mentoring on a task basis – will become a reality. Apps will guide the employee to tasks which will make him achieve his goals. The manager will also use the data to help the employee become more efficient on the tasks that will help him reach the end goal. Thus, rewards will become more holistic.


  1. Integrated Employee databases and Analytics will become the norm. The HR manager will evolve into a smart, number driven expert. In this evolution he will be ably assisted by training community and self- help literature in this field.

Leadership, retention, hr skills, and talent acquisition were the top global trends in perceived urgency according to the Human Capital Trends 2014 survey conducted by Deloitte University. However, the Global Human Capital Trends 2016 survey recognized organizational design as the most important perceived focus area for the future followed by Leadership, Culture and Engagement. This is evidence of a definite reorientation of what the HR function means for the organization and the part it plays in defining the culture of the organization and the organization itself.


Source: Global Human Capital Trends 2016  – The new organization: Different by design.


Here is a summarized video presentation of the 10 trends discovered in the survey. Tell us whether you agree that organizations are going to experience a drastic change in terms of how they function and that this change is going to be driven by the HR function and aided by HR Analytics.

Source: Global Human Capital Trends 2016  – The new organization: Different by design.


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