1.
2020
Predictions
How the world of HR
will change… and for
the better

2.
2020 – The future is upon us
Many strategists over the last decade believed they saw change
afoot, a change that would wipe out HR teams as we know them
today. But the HR contingency is are a little more robust and a
lot more resilient than to let that happen.
Although it is true that HR teams need to automate, understand
what their data is telling them, partner with business and
become more strategic, this is not the end of HR but a bright
new beginning!

3.
Analytics and big data
Outsourcing
Specialization
Personalization
4
3
2
1

4.
No longer should
HR say “I think”;
it should be
replaced by “I
know”
Mundane
repetitive task
should be
outsourced,
freeing HR to
work on more
impactful
initiatives
Jack of all trades,
master of none is
especially true in
the ever
increasingly
complex world of
HR
Employees
experience
personalization
everywhere
outside of work,
why not at work?
In-house Mass
Communication
Emotionally
based
decisions
Generalist
Personalization
and self serve
Outsourcing SpecialistData based
decisions

5.
Data Based Decisions
Nearly every HRIS provider offers options around packages for
Analytics and Benchmarking. The analytics portion will allow
you to produce the data that your customers need to run their
functions or business units. You will be able to produce data on
turnover, retention, cost per hire, time to fill and a plentitude of
additional metrics that your users will appreciate.
On the benchmarking side, most large providers allow you to
benchmark, for instance, turnover, against others in your same
industry or of your same size. Most will even allow you to use
this consolidated data to try and predict who in your
organization is flight risk. (I am not convinced yet that this has
value as the data is aggregated)

6.
Everything old is new again
For those of us who have been in HR for nearly three decades
now, we know that the cycle is, once again repeating itself.
Where back in the 90’s the trend was more toward in-sourcing
to gain expertise, the trend has indeed swung back to
outsourcing, but with a more thoughtful approach. The
outsourcing today is toward outsourcing mundane tasks to give
HR specialists the time needed to work on more strategic and
greater impact initiatives. Consider outsourcing candidate
sourcing so your team can perfect the acquisition process,
compensation and benefit statements, so your team can drive
the strategy.

7.
Jack of all trades, maser of none
In the world of HR today, not being an expert in your field can
have dire consequences. There is too much legislation for
anyone to stay on top of it all. While HR generalists can have
their place either as field HR business partners who are
responsible for disseminating information and acting as a go to
resource, or at the head of an HR organization driving strategy
across multiple disciplines, it is imperative that you have a
corporate team of experts in the fields of Compensation,
Benefits, Employee Relations, Talen Acquisition and Learning &
Development.

8.
Just for me??
It never ceases to amaze me how personalized our world has
become…. outside of work. But inside of work, we tend to still
want to apply the one size fits all mentality and create
cumbersome processes for our employees. Use your bots and
your machine learning to customize experiences for your
workforce. A perfect example is JellyVisions’ ALEX. A delightful
bot that walks you step by step through a process to choose the
health insurance and retirement plan options that are best for
you and your family. Another example is allowing you
employees self serve capability through payroll to be able to
change their number of dependents, address, withholdings, etc,
without having to fill out forms and send the to someone in
payroll.