David Ulrich changed the world of Human Resources. He was the first one to advertise the importance of the people management in the organization. David was provoking a transformation of the personnel management into real Human Resources Management. He introduced a new operational HR model. As he transitioned the role of Human Resources, he also created a modern structure of most HR jobs. From that moment, we meet HR Business Partners, HR Advisors, HR Managers, HR Recruiters, Talent Management Specialist and Reward Managers. Many new HR jobs arrived with the introduction of the original idea. So, what are the latest trends in Human Resources jobs?
David Ulrich promoted the split of responsibilities among HR Front Office, HR Back Office and HR Centers of Excellence. However, how did HR jobs change from that moment? Let us not forget that the original idea is more than 20 years old. At that time, the Internet was just a communication tool used at universities. No one was predicting its crucial role in the modern business.
As organizations grow and globalize, Human Resources Management has to reflect these changes. In the past, Human Resources was a simple transactional business unit. Its role was servicing managers and employees. However, this is not the case anymore. A modern HR department drives the strategic HR agenda. It does not just create just policies and procedures; it manages complex HR processes and interacts with internal and external clients of the department. The new tasks require different sets of skills and competencies because new HR jobs are arising. On the other hand, other jobs in HR are declining. Moreover, new technologies allow to slim down HR departments.
Digital HR changes the way Human Resources operates
The paperless office was always a dream of HR Leaders, line managers and employees. They wanted the HR department that makes things swiftly. It does not lose documents, and it measures the performance. Nowadays, it finally becomes possible with modern technologies like tablets and smartphones. A digital office should not be limited just to a PC; most employees use phones today, and the HR department has to follow them. That is the reason, we will hear about Digital HR more often.
The digitization of Human Resources drives a significant portion of shifts and changes in rising and declining HR jobs. Somebody has to develop, maintain and promote the HR technology. On the other hand, specialized applications decrease the number of required face-to-face interactions with HR Advisors (and it has the impact).
Besides, modern HR applications produce vast amounts of data. It allows to monitor and identify trends in the organization almost instantly. Each HR leader needs to employ someone who can work with the data and point all issues. Then HR managers can act. So they do not have to wait weeks or months for the evidence.
The introduction of Digital Human Resources demands upgraded skills and competencies in the department. It is a dramatic shift from the well-known transactional world to a technology-driven one. It will also redraw a sharp border between Centers of Excellence and HR Front Office again.
Rising Human Resources Jobs
The luckiest HR employees are those who are in the most promising HR jobs:
- HR Scrum Masters;
- HR Data Analysts;
- HR Performance Consultants.
The agile project management and agile approach are a hot topic today. Many companies find the agile approach attractive and bringing promising results fast. Complex HR Organizations are not the exceptions. The HR Scrum Masters are one of the most wanted jobs today. They do not lead projects; they just allow them to run smoothly. They interact with key stakeholders in the organization, and they solve issues.
An HR Data Analyst builds the logical and clear HR Data Model and makes sure that Human Resources collects and analyzes the relevant people management data and metrics. They make sure all critical HR processes have the set of KPIs, and they are measured continuously, including the basic analytics behind. Setting KPI is the essential task of HR Leaders. However, HR Data Analyst reads data and constructs stories for HR Managers. With the right to the spot stories, HR Managers can influence the organization to introduce the change or improvement. That is why this role becomes a critical success factor for the modern HR Management department.
A competitive business has a strong focus on the productivity, efficiency, performance and employee engagement. That is the crucial reason why the role of HR Performance Consultants is on the rise. They collect and analyze the data about employees, and she can design processes and procedures to remove obstacles. It is the role that helps to gain the sustainable competitive advantage.
Declining Human Resources jobs
On the other hand, there are jobs in Human Resources that you should avoid. These are declining positions in Human Resources:
- HR Advisors;
- HR Operations Managers and other roles in transactional HR.
The HR Advisor is an operational job in the HR department. They deal with internal customers, and they usually take the request and make sure that it is dealt with appropriately. As Digital HR spreads, most HR leaders take a cost efficiency measure, and they eliminate the roles of HR Advisors. As digital applications get better, most interactions can be made easier fully online and paperless.
The role of the HR Operations Manager is an excellent example of how the technology can dismantle jobs that existed for decades. The technological advancement allowed to move these roles into centralized service centers, and they will not be present at locations. The technology will enable fast communication and delivery.
Source: HR Trends Institute