2018-2020 tends to be revolutionary years for human resource management in North America; As a result of new developments in Artificial Intelligence (AI), Human Resources Transformation, Harassment, Diversity and Generational Inclusion, Virtual Working, Smart Office, Final Performance Evaluations, Pay Equity and People Analysis.

Most of these developments are not new; they are simply the reincarnation of old buzzwords, concepts, and discoveries.

John McCarthy’s concept of artificial intelligence (AI), for example, was first highlighted by IJ Good in 1959, when he said that “in 20 years (or 1979), people won’t have much to do” when AI is fully integrated. in the workplace. Good’s prediction had taken scientists and programmers more than 60 years to move the needle further to utilize some of the benefits of AI.

Another example of a recent HR buzzword is “Transformation.” Today, most of the initiatives and change initiatives are called “HR Transformation” when they are improvements in HR processes using change management techniques.

Listed below are some of the top HR trends and topics that will attract the attention of HRM professionals as we close another decade.

  • Human resource transformation and the future of work (Robotics, AI and Blockchain technology)

HR professionals continue to lead organizational change initiatives and projects to improve productivity. However, they will have to move beyond these projects to embark on enterprise-wide HR transformations that involve redefining work processes to achieve future visions and strategies for their organizations.

Robots that specialize in repetitive jobs will eventually take over the work of some employees in the workplace, especially in manufacturing industries and aligned industries.

AI (artificial intelligence) applications will affect a significant number of jobs in all sectors of the Canadian economy. A recent report on the future of work (McKinsey, 2017) suggests that up to 375 million workers worldwide may have to change occupational category and learn new skills. The report also highlighted about 60% of jobs, and at least a third of the work can be automated using AI. Professional HR roles in recruiting (for example, through the reinvention of the human recruiter), talent search, HR assistants and consultants are some of the jobs that will be immediately negatively affected by the AI.

The good news is that AI applications will lead HRM into its golden age of being a true partner in making strategic organizational decisions. According to a recently published article: A new era of opportunity What does artificial intelligence mean for HR professionals? By the Ontario Human Resource Professionals Association (HRPA, 2017), AI has already had a significant impact on human resources in Ontario, Canada. The HRPA document was based on a 500-member response to its survey of possible 23,000 registered members or 2.2 percent who might be speaking on behalf of a select group of HR professionals in the country. However, highlights of the report indicated that AI will facilitate HR services by:

  • Reduce the administrative workload,

  • Introducing efficiencies in hiring,

  • Mitigate some biases, especially in recruitment, and

  • Improve employee retention and internal career mobility

The HRPA and PwC (PricewaterhouseCoopers) report “Artificial intelligence in HR: a no-brainer“also published in 2017, which reported that artificial intelligence in human resources would immediately create the following efficiencies:

  • Eliminate repetitive tasks (administrative workload)

  • Accelerate the search for talent (recruiting efficiencies)

  • Reduce attrition (and retention) of employees, and

  • Improve employee engagement (including internal career mobility)

Finally, the application of blockchain technologies will facilitate job references and provide access to previous payroll records for recruitment and hiring.

  • Workplace Harassment

2017 ended with several stories of discrimination and sexual harassment in the media and damage to the reputations of some companies, and notified some employers of major lawsuits. These accusations led to the resignation or firing of many male executives, celebrities and politicians. Organizations would now have to take proactive steps to reduce harassment complaints through the adoption of zero-tolerance harassment policies, training, and culture change initiatives. Harassment in the workplace could be a sub-topic of a human resources forum or conference.

  • Generational diversity and inclusion (fit to the workplace)

Generational diversity and inclusion will dominate the HR professionals’ agenda for years to come as organizations evolve into global entities and welcome new generations of employees to the workplace. This year, the first batch of Gen Z college graduates will enter the workforce full-time in North America, creating a variety of employees in the workforce. Managing a mixed generation of Gen X and millennial leaders, while boomers and traditionalists migrate to project roles and consultative contractors will lead to demand for new soft skill sets. Other skills to be incorporated into the workplace include cell phone texting, forming online communities, on-demand mobile learning, and managing online behavior outside the workplace.

  • Flexible time, remote and autonomous work

Most surveys conducted in 2017 indicate that the majority of workers and job seekers seek telecommuting. The concepts of “smart office”, “free management”, working virtually and working from home are some of the characteristics of the gig economy. The 2017 employee survey reports from Workplace Analytics, Gallup and others also found that telecommuting and working from home is on the rise. To reduce employee turnover, companies are sometimes recommended to invest in hybrid work-life (live work) space rentals.

Some of the employee surveys conducted in 2017 indicate that the self-employed are proactively developing job-relevant skill sets than their counterparts who are company employees. Up to 65% of freelancers said they are studying to keep up with career developments as jobs and skills evolve, in contrast to 45% of self-employed workers.

  • Productivity and performance management

In recent years, the focus has shifted again to increasing productivity as new people have been hired following the recent 2008 recession in North America. Changes in performance management, competency assessment, and goal setting had led to new methods for measuring productivity.

Employers are currently devising new techniques for measuring employee productivity and training to improve future performance.

Issues of concern to most employers in Canada that can affect productivity include the legalization of marijuana, increased recreational drug use, and substance abuse.

  • Pay equity, fair compensation and benefits

Although transparency is a core value for many companies, Canadian provincial governments are actively working against labor practices that favor some male employees over paid female employees. Currently, the new labor law addresses the differences in wages and benefits between permanent employees and agency employees in Ontario. In 2018, the management of organizations will dedicate part of their time to ensure that their companies comply with pay equity and other labor laws.

Suggested Conference Topics for Human Resources

  • The future of HR is now

  • Human resource transformations: the best option for your organization

  • Reinventing Human Resources: A Guide to Meeting Current and Future Challenges for Success

  • The performance review deadlock: how to reform performance appraisal and setting goals for employee success

  • People Analytics: Data Moves Beyond HR (Predictive Analysis)