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November 21, 2019

How will HR change in the future?

Technology is continually evolving, and its impact is spreading across every sector in the world. In just a few short decades, technology has revolutionized marketing, entertainment, retail, and many other industries, and in this article, we will be exploring the technological changes that we can expect to see in human resources.

Will artificial intelligence be able to factor in the fact that human beings have their own cognitive bias? How will we be able to utilize predictive analytics while still maintaining a certain amount of data privacy for consumers? Often, it can feel like the questions beget more questions than actual answers. However, by understanding the intent of human resources, we can predict the direction it will take.


There are plenty of people that feel as though the blockchain will change the way that human beings operate, given the fact that it offers so many use cases. For example, thanks to blockchain technology, individuals and organizations can move massive amounts of money for a transaction fee that is significantly lower than what is offered by traditional financial institutions. Specifically, Binance, one of the world’s most popular cryptocurrency exchanges, moved hundreds of millions of dollars of cryptocurrency for less than ten dollars. This is all thanks to blockchain.

The fact that blockchain also offers an immutable ledger leads many to believe that it is the most transparent technology human beings can currently use, which is why there is a significant amount of debating about whether we should institute blockchain voting initiatives. Blockchain might also make resumes obsolete, given the fact that the public blockchain will allow for a verification system that doesn’t require much time or money.

Instead of using traditional work contracts, an organization might choose to use smart contracts for increased transparency. Public blockchain might also provide a more effective way of examining whether an employee is qualified, and that data can be forwarded to other organizations conveniently if the employee decides to leave.

VR For Real-Life Situations

The “Me-Too” movement was galvanized by some of the most influential and famous female celebrities in the world, and brought international attention to sexual harassment, expanding the public consciousness on proper conduct both inside and outside the workplace.

Given the fact that there are new questions about which comments might be appropriate, or whether it’s polite to put an arm around a co-worker for a photo, virtual reality can help employees figure out more about a company’s standards and regulations. Of course, it can also help individuals change their perspective outside of the workplace, as well. The technology has already been used for PTSD programs, so the potential certainly exists. HR managers can gauge how an employee interacts with their other employees before they even hire them, which might be able to save them a tremendous amount of money in the long-term.

Put It in An App

Organizations are always trying to find ways to streamline operations, and the concept of recruiting employees through an app is a great way to save money. After all, if you can save the time required in an interview by asking someone a series of questions through a mobile app, it means that HR can focus on other issues concerning the company. Of course, this is all convenient for the potential employee, as well, who doesn’t have to block out a certain amount of time and travel to a particular location for a face-to-face interview.

The app might also provide more information about job applicants and help an organization filter out who truly is interested and who isn’t. A potential employee can watch an interview about a company and determine whether their role makes sense for them or not. This can potentially help with employee onboarding, payroll management, creating staff rota, time tracking, and more.

Big Data

Human beings now produce an incredible amount of data, which is why the need for data scientists has significantly increased. Those in human resources may not have to become data scientists themselves, but it looks very likely that their responsibilities will expand and the need to understand and analyze data will become more central to their role, allowing them to predict trends, examine patterns, and take appropriate action.

Eventually, the ability to analyze data will become indispensable for any company, no matter how small. It isn’t hard to imagine how analyzing data can help organizations of all kinds use big data to their advantage, whether it involves recruiting talent, training employees, or client retention.

Keep Up With Developments

Motivated individuals have the opportunity to keep abreast of the latest HR-focused developments in their own time, making themselves more valuable to their company, thanks to the internet and the plethora of educational resources that are available at the click of a mouse or a tap of a finger.

By expanding their knowledge and skillset, learning new methods and strategies, they can improve their effectiveness and make more significant contributions to the success of their company.

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