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Navigating the complexities of HR, we ask if administering HR is easier or harder in the last 5 years. Seven HR experts, including CEOs and managing partners, share insights on technology's dual role, generational shifts, and regulatory challenges, offering a seasoned perspective on today's HR landscape.
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Navigating the complexities of Human Resources, we turned to seven HR practitioners, including CEOs and managing partners, to weigh in on whether administering HR has become easier or harder in recent years. From the dual-edged sword of technology easing and complicating HR to how HR adapts to generational and societal shifts, these industry experts provide their seasoned perspectives on the evolving landscape of HR administration.
It has been both easy and hard to administer HR within the last five years. However, if seen from another angle, administering HR has been made easier with the advancement of technology. For example, the many involved procedures concerning payroll, recruitment, and managing employees have been made simpler and less demanding in terms of time due to HR advancements.
With cutting-edge HR software, we have automated many of the routine tasks in order to leave us with more time for strategic activities. However, this has given rise to complexity in the quick changes of labor laws, work dynamics, and being hypersensitive to well-being and diversity initiatives for employees.
These ever-fluid demands of the equation, now set with compliance needs and the necessity of creating a positive workplace culture, can pose a unique set of challenges. Thus, while technology might make some aspects easier, the general work of HR has increased so much that it now demands a more sophisticated approach to human capital management.
Lucas Botzen, HR Expert & CEO, Rivermate
The dynamics of the workplace, including the expectations of employees as well as regulatory oversight, have undergone a metamorphosis in the last couple of years. The workplace has become much more fluid with digital connectivity and work-from-anywhere options dissolving the concept of a physical workplace.
Social norms have changed drastically with high permissiveness. Constantly evolving technology, along with the advent of AI, has made the redundancy of existing skills and the need for constant upskilling a continuous process. Employees now crave job satisfaction and are looking for life outside of work more than mere salary or job security. Government policies have changed drastically, allowing less control, more flexibility, and permissive freedom beyond traditional norms of gender, family, dependency, etc.
Unlike earlier, where HR meant managing and controlling employees, it's now about managing the divergent expectations of multiple generations in the workplace and pampering their expectations, similar to that of customers; in a way, employees are being treated as consumers of employment of the organization!
The focus is not to control staff costs and handle staff discipline. Instead, it's about creating a differentiated Employee Value Proposition (EVP) and employer branding to attract the best talent and personalized employment benefits to ensure motivation and retention.
Thanks to all these, the HR function has evolved and become much more complex.
Pradipta Sahoo, Founder, Pravi HR Advisory
As an HR professional, I have observed that administering HR has become both easier and more challenging over the last five years, depending on specific aspects of HR management. However, in my experience, the easier aspects outweigh the harder ones, primarily due to the increased focus on employee well-being and the rise of remote-work flexibility.
Advanced HR analytics tools facilitate smooth communication between us and our employees. We can understand the unique needs and preferences of our employees through a data-driven approach. This allows us to offer personalized career development plans, customized benefits packages, and targeted recognition programs. For instance, our tailored career development plans have resulted in a 20% increase in employee satisfaction and a 15% improvement in internal mobility rates, as employees feel more valued and supported in their career growth.
Additionally, leveraging data from employee surveys and health assessments, we have crafted well-being programs that are responsive to the actual needs of our workforce. In that way, we achieved higher participation rates and more impactful outcomes, such as a significant reduction in reported stress levels and a marked increase in overall job satisfaction.
For an in-depth example, five years ago, our approach to employee well-being was limited to basic health benefits. Today, we have a comprehensive well-being program that includes personalized mental health support, flexible work arrangements, and regular wellness check-ins. All of these let us enhance our employees' life quality and create a more supportive workplace.
Yulia Pavlova, HR Professional, Key Partnerships Manager, aqua cloud
Administering HR has become both easier and more complicated in different aspects. Technological advancements that have led to the proliferation of HR software and automation tools in the market have helped streamline many administrative tasks, such as performance management, payroll, and benefits administration.
Applicant Tracking Systems (ATS) and Human Resource Information Systems (HRIS) have made it easier to manage large volumes of data efficiently. HR analytics also helps track employee engagement, turnover rates, and performance, leading to more data-driven decisions.
However, the regulatory landscape has become more complex over the last five years. New laws and regulations around workplace safety and data privacy call for continuous learning and adaptation to stay compliant. Ensuring compliance with EEOC regulations and fostering a culture of equality and respect has added a layer of complexity to HR administration.
Managing remote and hybrid work models has also introduced new challenges in terms of maintaining employee engagement, fostering a cohesive company culture, and ensuring productivity.
Fred Winchar, Founder, Certified HR professional, MaxCash
I would say that it has gotten harder in the last five years. That said, I think part of the reason it has been so challenging is that we're in the midst of some very significant changes to both the culture and technology typical in HR, and that many of those changes will make it easier to administer HR more effectively in the future.
I see the difficulties facing HR departments right now as being the convergence of several factors. The priorities and expectations of employees have changed, for one thing. There is much more attention being paid to concepts like workplace mental health, holistic employee wellness, inclusion and belonging, and employee flexibility.
The role of HR has also been complicated by the increase in remote and hybrid work environments, as well as big-picture shifts that have impacted HR in addition to other aspects of business, such as a competitive labor market and inflation.
On top of all of this, there has been an uptick in the types and variety of HR software and tools available, which has meant that many HR professionals have been migrating or adapting to new systems at the same time they're trying to tackle all of these challenges.
I do think that things will start to stabilize soon and become easier once HR teams adapt to these ongoing changes. Adding new software is a hassle, for example, but once you have it in place, there are a lot of ways it can help to streamline the role and reduce the manual workload of the HR department.
On the other side of things, HR teams that embrace the new expectations of employees will find it much easier to engage and retain talent moving forward. It's always challenging when you go through a period of disruption, and just about every industry and role has experienced that firsthand over the past five years. But disruption is also necessary for growth, and that's where I've been trying to keep my attention focused as we navigate the current challenges.
Matt Erhard, Managing Partner, Summit Search Group
Over the last five years, HR has become a double-edged sword. Fancy new technology, such as AI hiring tools and employee feedback apps, has simplified tasks like recruiting and performance audits. This reduces paperwork for HR and provides more information about their teams. But here's the catch: with more individuals working remotely and mental well-being becoming a greater need, keeping everybody connected and happy is more difficult.
HR now needs to worry about company culture, communication over distances, and supporting a more extensive range of employees. So, while technology makes some parts of HR less demanding, the way we work is changing as well, making the job more complex overall.
David Magnani, Managing Partner, M&A Executive Search
Over the last five years, the role of HR has become more complex and multifaceted. The current dynamic landscape requires HR professionals to be adaptable, culturally sensitive, and technologically proficient. The challenge lies not in the increased difficulty of tasks but in the need for continuous learning and adaptation to meet the evolving demands of the modern workplace. HR's role has shifted from administrative functions to being a strategic partner in navigating significant organizational and societal change while ensuring organizations thrive amidst constant evolution.
For the first time, five generations coexist in the workforce, making work more age-diverse than ever. The largest generation, Millennials, expected to make up 75% of the global workforce by 2025, are stepping further into leadership and reshaping workplace cultures. Alongside them, an influx of Gen Z is bringing new values and expectations. Both generations prioritize work-life balance, social responsibility, and diversity. HR must adapt, partnering with senior leadership to create environments that reflect these values. The challenge lies in balancing the needs of older generations and motivating a complex, multi-generational workforce.
The past five years have also seen heightened socio-political awareness, with issues like social justice, gender equality, and environmental sustainability gaining prominence. HR professionals must navigate these complex issues while ensuring their organizations' practices align with evolving societal expectations. This includes developing robust diversity and inclusion strategies and staying compliant with fluctuating labor laws.
At the same time, technology has transformed HR practices. Automation and AI are streamlining processes and providing data-driven insights. These advancements require HR to learn new skills and adapt to new tools. The pandemic accelerated remote work, introducing challenges in maintaining culture and engagement across distributed teams. HR must manage these dynamics while leveraging technology to enhance organizational effectiveness.
Lastly, there is a growing emphasis on mental health, holistic well-being, and purpose-driven work. HR professionals must address these aspects for others, and themselves, while creating environments that support organizational performance. The HR of today requires professionals to carefully balance strategic skills with a human-centered approach.
Jenn Toro, Founder & CEO, Spark & Sage
