Top HR trends of 2019 revealed

As the future of work evolves, smart and personalised technology will steer HR leaders’ approach to human capital management (HCM), a new report from HR software company Ceridian suggests.

2019 will mark the continuation of people teams aligning HR outcomes with business results and embracing a more strategic role.

The shift, Ceridian said, is largely due to these 10 emerging trends shaping HCM:

Holistic HCM – For companies operating on an international scale, visibility into the big picture of HCM practices will drive long-term value.

Access to innovation – Enterprises will look for a single source of HR truth that also provides access to innovation.

Talent matching – The process of matching candidates to jobs will become smarter, backed by innovative technologies such as chatbots and predictive analytics to assess fit.

Consumerised platforms – In the period of instant gratification, HR teams will be expected to provide employees with an experience at work that is comparable to their experience as consumers.

Employee engagement, wellness, and productivity – Employers will seek to understand the ROI of engagement and wellness, and its connection to productivity by establishing clear definitions and measurable metrics.

Diversity, inclusion, equity, and privacy – Employees expect companies to take their data privacy, stewardship, and security commitments seriously.

The rise of teams – HR leaders will play a key role in enabling and improving team collaboration, by redesigning their structures to be built around teams.

Employee learning – A new category of software for employees is emerging, called the Learning Experience Platform, to cater a content consumption experience like YouTube or Netflix.

People analytics – Organizations have passed the pilot phase of people analytics, and are planning new and more powerful uses for these programs at scale.

Artificial intelligence – The applications of AI across HCM are nearing maturity, and HR practitioners will continue to draw upon its potential to improve their department’s effectiveness; while addressing challenges around bias or inaccurate data.