2017: Changes Coming to HR

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The Human Resources field is changing, and the role of an HR Manager isn’t what it was 20 – or even 10 – years ago. Today’s HR professionals face many challenges that are unique to our ever-changing times. Take a look at the following list

IT Integration

Many hiring managers must work closely with a company’s IT department, in particular when it comes to recruiting and screening potential employees. Technology such as automatic resume review and analytics are playing an increasingly prominent role in today’s HR world.

Employee Engagement

Those entering the workforce today are, in general, far more engaged than those of previous generations. Many view their workplace as an extension of themselves, and not just somewhere to earn a paycheck. While this can be very beneficial to an employer, it means that the HR department may also have to wear many hats and take on tasks like party planning and seeking out employee volunteer opportunities.

Social Media

Employee grievances are far less likely to stay behind closed doors in these social media-saturated times. It’s never been more important for Human Resources managers to deal with any unresolved issues before employees take their complaints to social media – potentially damaging a company’s reputation along the way.

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Remote Work

Increasing numbers of companies are allowing at least some employees to work from home. While this arrangement can provide benefits to both the employee and employer, managing remote workers can bring up some new challenges for the HR department. This may include ensuring the lines of communication stay open and working with department managers to develop a culture of trust and accountability that fits within the flexible work arrangements.

RELATED: How to Build A Successful Remote Workforce

Labor Relations

Unions are nothing new – but the current proliferation of social media and other online activity can affect employees’ potential attempts to organize in major ways. It’s easier than ever for union reps to contact non-unionized employees via electronic means such as email, instant messages and chat forums. Human resources professionals must be aware of any potential employee interest in unionizing so they can take the appropriate actions. Fair or not, the human resources manager is often the first line of defense in communicating the benefits of remaining union-free.

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