As anyone familiar with my work knows, I’m a human resources professional that integrates data, social science, and business into my work. Therefore, I love to look at data and trends to help my clients predict possible outcomes of their career choices in the next 5 years. While I certainly will say we don’t have it down to a complete science, we have found some interesting progressions. Dr. Andrew Chamberlain, Chief Economist for Glassdoor, forecasts the following changes in 2017:
1. HR will embrace big data. The growth in big data metrics in HR will be used in employee assessments, engagement, and feelings, this is not without its issues. Metadata from Harvard Business Review has found that most HR data is bad data. Human Resource professionals will have to consider the bias within metrics and/or how these things will work.
2. Technological unemployment will become an issue as more and more jobs are automated. When I counsel clients on changing careers, we consider a key factor in the longevity of the choice. Can the job be automated? Continuous learning and training will be the strongest safeguards against this trend.
3. The real world won’t work like Google aka Say Goodbye to sweet perks. I predicted this trend a few years ago. As our skill sets become more common, companies lose the incentive to pay employees more and provide more perks. On the other hand, Chamberlin predicts that ostentatious perks may be replaced with more generous leave and healthcare options.
4. Companies will work to close the pay gap. Public discussions and Hollywood stances on the gender gap for pay between men and women has influenced HR and corporations. Expect more companies to become more transparent about compensation because talented workers are less willing to work for employers that promote this gap.
5. Gig Economy 2.0 While task based jobs will continue to work on an independent contractor/freelancer rate, established companies will utilize the concept differently. Companies have already integrated flex time and remote worker status into their perks for employees. Additionally, expect to see a rise in “supertemp” opportunities for older professionals who can latch pitch their skills to corporations.
What are some major trends you think will rock HR in the coming year?