Prospects for HR roles are looking healthy - a recent Glassdoor report has ranked the role of HR Manager among the top ten most desirable roles in the UK, with a high rating for job satisfaction.
However, it was pointed out that HR specialists cannot afford to stand still if they want to remain current and marketable to employers. During a recent CIPD careers event, it was suggested that they focus on transferable skills, getting experience of different disciplines - even if it is just as a short term project - and find alternative ways to gain knowledge.
Recently speaking at a CIPD careers event, Ruth Stuart - Head of Strategy Development - remarked that it is impossible to predict accurately what HR roles will look like, going forward. She stated that she did not think they needed to worry too much regarding the greatly talked about advance of the robots - artificial Intelligence will undoubtedly make a big difference to the way tasks and processes are managed - but the future of HR will still be human.
She highlighted the five key skills that will stand HR people in good stead for the future:
Remaining calm and clear headed and making the right decision for the situation at hand is a key skill. HR managers frequently have to cope with awkward situations and there are no easy answers.
Commercial awareness is a competence that HR is often unfairly accused of lacking. The most successful will have a clear understanding of their organisation’s business model and the risks and reputational challenges it faces – together with an in-depth knowledge of the way the business creates value.
A World Economic Forum report has dubbed critical thinking as one of the most important skills for the future world of work and HR will require the ability and the courage to question and challenge - where necessary - decisions that are being made within the business.
Digital literacy is one area where HR professionals are not alone in acknowledging they need to raise their game. They also need to learn how to exploit data to support better decision making within the business on everything from recruitment and workforce planning to e-learning and employee engagement.
Lastly, Ruth Stuart stated that in the last year alone everything from environmental, whistle blowing and money laundering scandals had been reported. HR needs to develop the skills to deal with inappropriate behaviour of all kinds and employees should be able to speak out without fear of negative consequences.
It is suggested that career success in the future will depend on HR practitioners being principles-led, evidence-based and outcomes driven.
