Future of HR and OD - A summary of recent trends

Key trends

EY thought leadership highlights 8 trends in the Future of HR:

  1. People Experience: A prioritisation of experiences, culture, and empowerment as drivers of engagement, which improves performance.

    (Find out more: CIPD – 2030 People Profession trends Report: This report looks ten years into the future, to gather an understanding of what the key trends and drivers might mean for work and for the profession, as defined by people professionals themselves; and CIPD – People Profession survey Report: This report is an annual snapshot of what the people professions are doing, feeling and focused on. As well as reflecting the immense value people professionals add and the meaning they rightly attribute to their work, the insights in this report also highlight the challenges and opportunities that they face, such as the need to focus more on the development of our skills and capabilities.)
  2. Workforce Resilience: Today’s leaders are developing resilience plans that protect the workforce.

    (Find out more: Harvard Business Review - In praise of being unproductive (JM Olejarz) - This short paper discusses switching off in an always-on world and offers further readings that explore the topics of reflecting, resetting and switching off.)
  3. EDI: Embracing EDI as part of operating model, increased use of ‘Allyship’ programs and using diversity data and metrics to drive strategic decisions.

    (Find out more: EY – Future of HR: - The latest EY research and media on global Future of HR trends, how the People Function is evolving and how organisations can make the transition.)
  4. Virtual work: Heightened demand from the workforce to work remotely, while ensuring employee safety and security.

    (Find our more: Harvard Business Review - Rethinking the on-demand workforce (Joseph Fuller and Manjari Raman) - Digital talent platforms have matured, and many companies are using them to hire skilled gig workers. Now they need to get strategic about it. This review looks at how new talent platforms are helping HR to tackle their most pressing issues, such as finding people with the right skills to do the right work at just the right time and managing the major demographic changes that are under way.)
  5. Economic uncertainty: Sustained periods of economic disruption, de-valuing global markets and organisations profitability, puts pressure on capital available to invest.

    (Find out more: EY – Future of HR: The latest EY research and media on global Future of HR trends, how the People Function is evolving and how organisations can make the transition.)
  6. Regulatory changes: Influx of enforced and everchanging mandates from governing bodies that outline when and how organisations can operate.

    (Find out more: EY – Future of HR: The latest EY research and media on global Future of HR trends, how the People Function is evolving and how organisations can make the transition.)
  7. War for Talent: Continued, unmet need for people with certain skills, in a highly competitive market.

    (Find out more: Harvard Business Review – Why we love to hate HR (Peter Cappeli) - When talent is in short supply, business leaders see HR as a valuable strategic partner. But when the labour market loosens up, HR suddenly seems like a nuisance. This report focuses on how HR leaders should ignore market shifts and set a talent agenda.)
  8. Employee Safety: Shift to personalised health, wellbeing and safety tailored to employee needs including safe workplaces supported by technological solutions.

    (Find out more: EY – Future of HR: The latest EY research and media on global Future of HR trends, how the People Function is evolving and how organisations can make the transition.)