Human Resources Management has always had to adapt, adapt to the changes in everyday life that of course change in steps with other developments in the society and business world. But especially since 2010, 2012 and 2016, we have seen some significant changes and what an exciting time. Here you find some of the elements we work with today in 2019. Some perhaps wait, some are on the way.

Adaption and absorption is a substantial part of our life today, to be upfront with the advises and the tools for making the transitions. And especially in this pattern, the differences between as an HR team to be “down below” or “up front”, you will find a lot of opportunities if your “up front”, and it can make the difference between losing or winning.

  • Human Resources Management will be integrated more into the organization;
  • Part of the administrative tasks will be separated from HR, Cognitive computing will solve more of the HR tasks like;
  • L&D, workplace planning, payroll and benefits administration, compensation & recognition, Talent acquisition, leadership development;
  • L&D will be more included in HR and will use more of the data from HR; old barrier will disappear.
  • Artificial intelligence starts to replace some work tasks within the job categories: Doctors, Admin., Lawyers, Finance/bookkeeping!
    We still need more focus on the subject and laws to be shaped.
  • We do see Affective Computing on the way in to the Human Resources Manegement area.
    Affective Computing is computing that relates to, arises from, or deliberately influences emotion or other affective phenomena. Emotion is fundamental to human experience, influencing cognition, perception, and everyday tasks such as learning, communication, and even rational decision-making.
    Frames and laws need to be made for this subject, and not least how it is used and in what combinations.
  • Professionalism and attitude become the new great values. Emotional connection, involvement/participation, commitment, and results are put in solid focus;
  • What can we learn from the new employees who enter the organisation?
  • The new knowledge is in high demand;
  • On-going (not 6 or 12 months) evaluation of performance/capacity; between employee and nearest leader;
  • A stronger focus on whether an employee “deliver” or “not deliver”;
  • Far more freelancers, part-time employment, time-limited/project appointments (can be giving problems with legislation in some countries);
  • A need for more focus on workload adjustment is in demand, demands for better planning will change the present.

“Job hopping” is still at a high level in Asia, this to achieve a higher salary.

  • The task of selecting, here we will see a higher demand for higher quality;
    Selection will need to be done on full definition of the concept of talent;
  • 2019: New tech is allowing our recruiters to have more valuable conversations with the candidates!
  • “The old role” as hiring manager will get back in a new form, with a stronger focus on speed, selection quality and induction;
  • Substantial need to match far more than just education and experience, primarily focus on professionalism, the ability to use the relevant amount of talent;
  • Especially for people working in “the hot job sectors”: Doctor, Nurse, Engineering, we see more expatriate employment also in Europe;
  • Major changes in the way recruiters work, more focus on: The recruiter’s interaction with candidates, a demand for a higher service attitude, relationship building, quality in the recruitment;
  • Note; amount of talent: Many parameters effect like pension age, pension savings, birthrate, longer life, the amount of educated in different segments, lower costs of moving/airline tickets, immigration level. (Europe’s population growth is comparatively low, and its median age comparatively high, in relation to the world’s other continents, especially compared to Asia, Africa and Latin America).

New demands from clients to external recruitment companies, is getting more visible and only those who can transform into the new topics will survive in the future.

Some of the keywords:

    • Quality in the recruitment process needs to go up, especially with the focus on the selection process;
      Selection on the full concept of talent;
    • The existing network of candidates is indeed a value, some will perhaps say this is the key difference to the internal recruitment setup (if this is a new department);
    • The speed in the process is a second key element; often its a position the internal recruitment team not have been able to find the candidates for, and first, now this task is handled to the external recruitment company, and wich for fast solving is now in demand;
    • Communication to clients and candidates;
    • The use and the handlings of the data with a focus to the new EU Data law, also in relation to being a subcontractor to a company.
  • The way social media interaction has changed the direction of communication. We see this influence also on internal communication;
  • The higher level of misinformation and shaped confusion about what’s right and wrong will require a renewed focus on internal communication;
  • The old form of internal communication will die out, replaced by new app tools/chat/info-wall platforms.
  • Offered employee training & development will focus more on business need;
  • Training in social interaction; the part of empathy is in the high demand especially from Generation Y.
  • The old Performance Management Processes (If it doesn’t show a value) will require new workflows and will be optimised;
  • New models using mentor/coach models (on the floor training) will be in demand.
  • There is a need for greater focus on the leaders’ empathy skills and social interactions;
  • New demands for a new leadership role, with more focus on mentoring – lead and optimize daily on-the-floor;
  • Proximity and accessibility employee and immediate leader between are getting stronger.
  • Safety and security related to employee’s safety at work and living in a foreign country are in demand;
  • Unfortuanly we does see more kidnapping cases.
  • Generation Y often have often extra jobs or two part-time jobs; it shapes a need for copyright clauses, confidentiality clauses are growing;
  • Generation Y likes to work and study in different countries. Related to work it requires a semi version of expatriate contracts, typical including airline ticket, and insurances as a company paid part.
  • Old non-argued salary raise processes will be phased out, a need for connection to engagement, commitment and results are in demand;
  • We see a change in where the monthly salary tasks/adjustment is made in the organisation;
  • The individual employee gets the possibility to make adjustments in workhour, leave and sickness online.
  • Companies have to adapt more to the clients/customers need!
  • We will carry on having focus on Sexual Harassment.
    (Sexual harassment is defined as any unwelcome sexual advances, requests for sexual favors, or other physical or verbal misconduct. The Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of sex, race, color, national origin or religion. )
Last updated: April 10, 2019 at 0:33 am


Human Resource Development & Management; Talent Development & Management, Learning & Development; Talent Acquisition, Executive Search, Assessment & Selection; Attitude, Behavioural and Aptitude Interviewing; Organizational development, Organization design & planning; Change Management. Reward & Recognition systems; Management Audit, HR transformation; Human Resources Information System; Employee Relation, Engagement, Retention, Surveys, Handbooks.

Last updated: April 10, 2019 at 0:33 am