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From Human Resources to People & Culture

From Human Resources to People & Culture

Humans Resources (HR) refers to the function within an organization that is responsible for managing and developing the workforce.

The HR department plays a key role in recruiting and hiring new staff, managing employee relations, conducting training and development programs, and ensuring compliance with labour laws and regulations.

HR responsibilities include:

Recruitment and Hiring: Attracting, interviewing, and hiring new employees.

Performance Management: Evaluating employee performance and providing feedback.

Employee development: Organizing training and development programs to enhance employee´s skills and knowledge.

Compensation and Benefits Management: Developing and managing salary structures, benefits, and incentive programs.

Labor Law Compliance: Ensuring that the organization complies with all applicable labour laws and regulations.

Employee Relations: Addressing employee´s grievances, fostering a positive work environment, and mediating dispute.

Policy Development: Creating and implementing HR policies and procedures that support the organization´s goals and comply with legal standards.

Human Resources focuses on maximizing employee performance in service of the organization´s objectives while ensuring a pleasant, compliant, and efficient workplace.

HR in 2024 is marked by some significant trends and developments. Digitalization, AI, the transition to GenZ, the claim for Women as leaders and board members, diversity, globalisation and intercultural communication are general trends, affecting different areas, functions and practices.

  1. Trend: AI in HR
  2. Trend: Remote and Hybrid Work
  3. Trend: Retention and Recruiting
  4. Trend: Female Leadership and Female Retention
  5. Employee Well-being and Mental Health (Read more in our article)
  6. ESG – Environmental, Social, Governance
  7. Continuous Learning and Development in a Digitalized world
  8. Data-Driven Decision Marking in Human Resources

The ways companies attract, hire, develop and retain talents must be revised and partly newly defined. Retention is becoming a challenge due to purpose seeking people, used to high standards of well-being.  A lack of specialists, demographic changes, new roles, the collaboration of AI with HI and constantly developing new technologies must be absorbed as well as a challenging economy, decreasing resources and a planet in difficulty. A company is as successful as its employees.

In the following we will have a look at the trends.

Artificial Intelligence in Human Resources is applied in different areas starting with job descriptions in recruiting, performance management, onboarding and learning, development, assessment and even contracting. Routine processes can be standardized, decisions can be made based on more information through data collection and analysis. Ethics and Cyber Security are reinforced and partly new challenges. (Get the details in our Artificial Intelligence in Recruiting, Executive Search, and Talent Management Whitepaper)

Remote and Hybrid working models have been introduced through the pandemic. Companies discovered advantages of the home office like saving costs. Employees gained time while not having to commute. By the end of the year 2023 companies made clear that they want employees at least partly back in the office. Opinions vary and the discussion goes on. The management of remote and hybrid teams has been challenging. (Read more about the Hybrik Work Revolution here)

Recruiting and Retention has become a real challenge due to the lack of skilled employees, a war for talents and the volatility of a new, global generation. Recruiting means continuous learning as new technologies come up.

Female Retention is indeed a trend due to gender dap and diversity topics and discussions. Mc Kinsey states in a study that companies with more than 30% female leaders the results are better than with companies which cover 10 to 30% female leaders. Female retention may be more complex than male retention.

Employee Well-being and Mental Health is a strategic investment. Fresh fruit on the counter is not enough anymore.

ESG is not only a trend, but also becoming more important as part of sustainability. The EU requires reporting, the financial world regulates via commitment to sustainability. Measurability and scaling need to be developed (People Analytics Dashboards and employee surveys).

Learning and Development, upskilling and continuous learning are crucial when technologies constantly evolve. The development can be cross functional, online or personal, a complete education or Microlearning modules. Dive deeper into how our talent consulting services can support your organization in harnessing these evolving technologies and trends to foster a skilled and adaptable workforce.

Data-Driven Decision-Making in HR. Among the most important KPI´s for data driven decisions are retention time, productivity, efficiency of HR programs and the hiring period. (Read more about it here)

In 2024 the trends and developments of 2023 will continue. Employee experience and well-being are the focus of a holistic HR strategy. Hybrid and remote work are a new “normal” even though some employers want their employees to be back in the office. Retention is crucial to compensate the lack of employees with special skills. Re-and Upskilling are part of an employee´s life. All employees, white- and blue collar are integrated in the HR workflow. Through People Analytics, data collection and procession, HR becomes a strategic part in the company. Sustainability will be further implemented.

These developments underline:

Human Resources is in transition to People & Culture.

Is People & Culture a new, modern term for Human Resources?

Both, HR and P&C are focused on people-related functions. They determine how companies approach the management of employees, and how they develop their workforce.

However, HR and People & Culture approach the task of managing people from different perspectives. The transition is from a transactional mindset to a more strategic thinking, and an approach focusing on creating a company culture where individuals have a positive employee experience and can grow and develop in their careers. The People & Culture approach reflects a deeper recognition of the importance of organizational culture, employee engagement, and overall well-being in achieving business success.

While Human Resources focuses on administration (payroll, compliance, firing, and firing), policy and procedures and acts in response to issues and problems that arise – reactive, People & Culture approaches the workforce in a holistic and strategic way, centred around experience and engagement, culture and values in a proactive and agile way. People & Culture is data driven, uses analytics to make decisions. Consequently, this approach helps in understanding the impact of HR initiatives on business outcomes.

The People & Culture approach recognizes that people are not just resources to be managed but are central to an organization´s identity and success, which nurturing a positive culture is essential for achieving long-term business goals.

Morgan Philips – Making success stories happen!


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