Drones, Self-Driven Cars, Roomba…. These bots are definitely going to claim some jobs in future. Does that mean robots will take over Human Beings? Even if they take over, they will still be servicing Human Beings. However this anxiety will take some more time to mature and this transition is not going to happen by 2020.  

Electric Bulb took more than 130 years and still is not able to eliminate candle industry, valued at $2 Billion in United States. Reason is Candles evolved and changed themselves. They became much more than just source of light. Same way Human Resources professionals need to evolve and adapt to new realities of the world.  

By 2020, three major phenomena that are going to impact Human Resources profession more than robots include Millennials, Maturity and Movement.  

A. Phenomenon - Millennials 

Millennials are loosely defined as the generation of people born in the last decade of last millennium i.e. between year 1990s and 2000. Millennials have some stark differences from the previous generations because Millennials grew up in an electronic world which was real time, online, socially-networked and ethnically diverse. Millennials have a big impact on future. HR professionals need to hone their competencies for the jobs they are going to do, to turn the impact as an advantage for businesses.  

Job 1: Deal with Emotions

In this age where experience resets it to zero every five years as technology advances, technology savvy millennials come in huge numbers to increase working population by 25%. Businesses will always look for return on investment. Supply of manpower being more than demand, organization restructuring exercises will be more than ever. HR professionals will be required to deal with the emotions of Gen X, who will feel cheated because of rationale business decisions. 

Job 2: Manage Policies & Processes 

Technology has taken a big leap with mobility. Communication is much faster and viral with social networks. Virtualization of work is becoming reality across the globe. The people policy framework needs a careful review. In an era where pizza gives options for toppings, Companies try to conduct regimented Induction programs. Policies and programs of organizations need to match up with the ground reality of the environment. 

Job 3: Appetize processes

HR Technology is still struggling with basic employee life cycle systems and e- learning solutions. When world is experiencing Uber on their mobile App, it will be important to appetize the processes to maintain the experience. This is a harder process because appetization is a huge cultural shift and at the same time more efficient. The threat appetization poses on certain jobs will make it even harder to implement. 

Job 4: Manage Contracts

Industry witnessed loyalty era where employees served an organization for lifetime. Loyalty era was replaced by Opportunity era where employees changed their loyalties for better opportunities. Industry will witness another drastic shift “Consulting Era”. In Consulting Era, large number of employees will move on as consultants and will provide services to multiple organizations at the same time. Doctors are a good example of this practice. HR professionals will be required to carefully redesign the contracts to ensure interests of their organizations. 

Job 5: Manage Productivity

In virtual era, productivity will have a new definition. Design of work will require more attention. Contracts based on hours of service will prove inefficient for competitive organizations. Gainful employment based on objective results with predefined quality standards shall be the concern of HR professionals. 

Job 6: Manage Governance

As technology simplifies administrative processes, Managers are going to take back the responsibility of individuals. Most of the administrative work shall get shifted to Managers, outsourced agencies or effisized (eliminated). HR professionals will have more time to focus on governance, whether those processes are working as per the defined policy and guidelines. 

B. Phenomenon – Maturity

Maturity of Managers is going to play a key role. People don’t leave their companies, they leave their Managers. The generation clash will create a situation in front of HR professionals. Especially when Gen X person reports to a millennial or a Millennial works for a Gen X supervisor. Reason will be insecurity, anxiety or frustration. Achieving maturity of skills will pose another challenge. This will give rise to two important jobs. 

Job 7: Managing People

Managing people is an art. Leadership is a tough task. Being a good manager is an equally tough. Development of Front Line Leaders as good people managers shall have a huge impact on the success of the organization. This will bring down the attrition numbers. 

Job 8: Finding People

Although millennials will be huge in numbers but skill gap will always create a situation that getting the right person will always be a challenge for People professionals. Recruitment will be even tougher as there will be more hay in the haystack even if there are multiple needles. 

C. Phenomenon – Movement

Technology will make opportunities transparent. Aspiration to grow will drive people to move from less opportune places to cities of opportunity. The numbers will be larger than ever. The movement will create two important jobs for HR professionals.  

Job 9: Manage Inclusion

Organization dealing with diverse workforce must define its culture which suits the business model rather than leaving it to unstructured people groups. As people from different backgrounds come together, HR professionals will have to work proactively towards creating sensitivity, inclusion and appreciation. If not handled properly, power groups have potential to derail business agenda.  

Job 10: Polishing Talent

The migrant population from diverse backgrounds shall need polishing to get included in the organization culture. It is not skill training. It is polishing a good quality diamond to shine so that customers are able to appreciate the value and pay the right price for the talent.