The Future of Human Resources

Future of Human Resources

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Both your social and professional life are continuously being affected by the status quo of a post-pandemic era. The future of human resources is not only a change in the day-to-day work of employees but also in entire business processes across all industries.


As if the chip we have been using is about to be replaced by a much more sophisticated one, we all need to adapt to the changes in the new work approach around us. As well as the emergence of new technologies.


Thus, the questions are: What will the future of employee-to-employee interactions look like? How will old and new companies enter fresh fields of innovation swiftly? And what effects will this have on HR?


Future Trends in Human Resource Management


We ought to be aware of the most recent developments in human resource management in order to navigate the shifting HR landscape:


1. Transformation of Leadership


Traditionally, the delegation of responsibility adheres to a formal hierarchical structure with distinct lines of accountability. However, the digital age has had more success with networked organizations. In situations like this, people are able to establish leadership even without formal authority. That means, leadership is going to be less about leading people but managing the work’s ecosystem.


Interestingly enough, the Global Talent 2021 report by Oxford Economics and Willis Towers Watson predicted this outcome: effective leadership will involve flexible thinking, digital proficiency, knowledge of other cultures, and interpersonal and communication abilities.


2. Embracing a Hybrid Work Model


With things returning to normal, the workplace is periodically evolving to the hybrid work model, This flexible work approach is focused on the needs of the individual and combines in-office and remote work.


HubSpot, Ford, Microsoft, and Amazon are a few notable companies that have jumped on the hybrid work bandwagon. According to a Microsoft research study, 66% of business executives are thinking about revamping their workspace to accommodate their employees.


The hybrid work model will undoubtedly play a critical role in the future of HR as more and more organizations choose to take this course.


3. Upskilling for a Competitive Edge


Upskilling is a key instrument to incorporate into your company’s success plan. Due to the talent shortage across the US, there is an increasing need for employee skill development. Employers, therefore, understand that in order to satisfy forthcoming corporate requirements, they have to foresee the skill demand of their personnel.


Continuous technological skill improvement is required if you want to successfully guide your company through the digital transformation processes. Businesses will undoubtedly follow this trend to achieve their growth objectives, encourage efficient innovation, lower employment expenses, and satisfy workers’ expectations.


Future Challenges of Human Resource Management


As the future brings in many changes, they come with some challenges:


1. Adapting to Change with Grace and Ease


Any company’s hiring procedures establish its first image; thus, it is the responsibility of HR to make sure that the experience is as smooth as possible. Therefore, firms need to adapt to cutting-edge technology to be able to advance at the market pace in the coming years. Sometimes this is challenging because it means modifying or even replacing a previous business model but stepping out of your comfort zone has never been easy.


2. Quality Employee Experience


In fast-paced enterprises, excessive personnel turnover has become a regular issue. The second greatest HR difficulty for businesses is retaining the finest and highest rated employees on staff. However, employees are far less likely to leave if they receive higher pay, a positive working environment, better benefits, medical insurance coverage, etc. The experience of the employees is what matters.


Companies right now are implementing e-learning possibilities, training, flexible schedules, work-from-home options, in-office childcare, and gym facilities, in order to improve the current employee experience. Finally, create a culture that is encouraging, inspiring, and inviting.


3. Establishing a Cooperative and Healthy Corporate Culture


Recently, corporate culture has emerged as a key determining element in the era of fluctuating market conditions. Companies are working harder to develop, expand and survive as a result of rising market demands. This, directly or indirectly, influences organizational culture as every resource is overburdened with work, which damages the positive work environment of the office and increases conflicts or office turmoil.


The goal of HR in the future is to empower staff members and maintain their engagement even during some trying times. Therefore, the whole focus is on producing better results, not only by adapting to their workplaces and enabling flexible work but also stepping into their shoes.


Whatever the future has in store, it significantly impacts how HR departments operate. Across industries and countries, as well as the possible changes in the workplace environment. Knowing that there are many more aspects of the future of work that are outside this purview.


Businesses that place a high priority on employee experience report impressive results in terms of staff retention, revenue, and profitability. Do you need HR experts for your company? We have the perfect HR specialists for you. Get in touch with us!Search jobs

About Phaxis

Founded in 2002, Phaxis is now one of the country’s leading recruitment firms. Specializing in healthcare, information technology, accounting, financial services recruitment, office support, legal, HR and marketing. Phaxis partners with highly qualified talent and top employers to create rewarding career opportunities. That result in long-term success for candidates and employers. Visit us at


Drew Anson

Chief Delivery Officer

Drew Anson is Chief Delivery Officer at Phaxis, a Workforce Solutions Company based in New York.

In this role, Drew leads the delivery and recruiting working closely with the leadership team to define a model that is efficient at supporting the firm’s current needs and is scalable for future growth.

Drew is a seasoned executive with more than 13 years of Services & Recruitment experience. In that time, he has supported numerous Fortune 100/500/1000 organizations across industries by providing global workforce solutions, namely resources and thought leadership for large-scale projects, implementations, and managed services.

Prior to joining Phaxis predecessor firm Park Hudson in 2021, Drew spent three years at engineering technology and talent solutions firm, Collabera, as Director of Sales in North Carolina. Earlier in his career, he spent nearly eight years at Insight Global, most recently as Sales Manager of the Columbus, OH office.

He holds a degree from Central Michigan University in Sales & Marketing.

Favorite Book:   Extreme Ownership – Jocko Willink & Leif Babin
Favorite Team:   Michigan Wolverines
Inspirational Quote:  “There is no substitute for hard work.”  – Thomas A. Edison