HR of the Future
This post is written by Alexandra Levit. SilkRoad is thrilled to have her as a guest blogger working with us this year!
It’s a pleasure to meet everyone. My name is Alexandra Levit and I’m a workplace author, speaker, and consultant. I got into this space in 2004 when I wrote my first book, They Don’t Teach Corporate in College, and since then have been helping dozens of organizations and the federal government understand the issues facing modern employees.
I became well-acquainted with SilkRoad when the team invited me to speak on a blogger panel at the 2012 user conference in Scottsdale, AZ. I love how SilkRoad’s products allow HR professionals to be more strategic about their work – saving time and money in the process. And so this year I’m thrilled to be an official SilkRoad spokesperson.
But first and foremost I’m a writer. Since that first book, I’ve published five others and have written for outlets including the Wall Street Journal, the New York Times, Forbes, and Fortune. I’ll now be writing periodically for the SilkRoad blog about trends and advice that HR professionals need to know in order to be successful now and in the future. I hope that you will get in touch and share what’s on your mind and suggest articles that would make your life easier.
I’d like to start with a few examples of how the HR profession is anticipated to change rapidly in the decades to come:
End of the HR Silo
No longer will HR be relegated to the sidelines. As the issue of recruiting and retaining top talent takes center stage, HR will become a more critical and integrated part of every business. In fact, some predict that an HR executive will become CEO of a Fortune 100 firm by 2018.
Measurement of Everything
In an increasingly diffuse work environment, complex people measurement techniques will be developed to ensure productivity and engagement. Even if you’re not in the same office as your employees, you’ll know when they’re working and what they’re doing. Hiring and promotion decisions will become less subjective, relying instead on analytics that are tied to the bottom line.
Recruiting is Serious Business
As demographics shift and talent becomes scarcer, wooing budgets will go up. Recruiters will test and target high school students and help to guide the direction of their college education. Once a new hire is on the job, recruiters will be much more involved in ensuring that the employee is adjusting well and that the organization’s investment is protected.
What else do you see coming down the pike?