HR Future, HR Consequences, Future of HR, HR Planning

Consequences of Not Planning for Future of HR Are Disasterous

Summary:HR is on a collision course for disaster without proper planning. Here's how to see if you are on the right court or the wrong

Consequences of Not Planning for Future of HR Are Disasterous

Summary:HR is on a collision course for disaster without proper planning. Here's how to see if you are on the right court or the wrong
HR Future, HR Consequences, Future of HR, HR Planning

Table of Contents

In Future Smart, James Canton talks about the climate change. Before you leave this post, be assured I am not writing about climate change or who or what is responsible for it. He uses climate change as a topic to talk about planning for change. I thought that applicability to HR. Too few HR departments plan for long term change. In fact too few companies in general plan for long term change. Why is that?

Reasons for a Lack of HR Planning

There are a number of reasons for a lack of planning in HR. I will discuss a few of them.

Number 1- Can’t get over yesterday

We are so grounded in the past and responding to what happened yesterday that we cannot see beyond the tip of our nose for tomorrow. When you have to find that candidate, discipline that employee, complete that enrollment, file that form, and submit that paycheck, you just do not have the time to wonder what the impact of falling school enrollment will be on your talent base.

Number 2- Technology scares us

I was reading an article just the other day about how HR needs to stop controlling process by spreadsheets. We did not get into HR to learn how to use technology. If we had that ability we would be in a technology job, probably making more money. Also, new technology costs money, for which we seldom have the budget. It also requires effort in learning something new and far too many of us get comfortable in the “our zone” seldom realizing that it is actually a rut. The problem with this is that technological changes are coming to HR and at breakneck speed.

Number 3- We are spread too thin

HR is seen primarily as a cost center in too many organizations. No case has been made for how HR contributes to the bottom line. As result management is loath to put money into the function. Subsequently, most HR departments don’t have a budget for a technology specialist, or for a fulltime strategic planner or for someone to be the department futurist. Thus we don’t pay attention to the things that are happening five or ten years down the road.

What are the consequences?

According to Canton the consequences for not planning for climate change will be disastrous. Flooding, displace people, hunger, riots, falling governments, and chaos are all potential consequences of ignoring climate change. Ignoring the future of work and the future of HR may not cause world chaos, but it could be disastrous for your company. The inability to adapt to changing business demands; the inability to find needed talent; having to displace workers because of lost revenue; the inability to retain talent; and ultimately shutting the doors of the business are all potential consequences of not planning.

Are you keeping up with changes in technology for your industry? Are you keeping up on changes in the nature of the talent pools from which you draw your employees? Are you paying attention to the quality of education in the market from which you draw your talent? Are you paying attention to the changing demands of workers? Are you paying attention to the nature of how work is being done?

If you answered “no” to any of these questions you are behind the curve. There are projected to be radical changes in all of these things by the year 2020. In case you have not looked at the calendar that is a mere 4.5 years from now! Even more changes will happen by 2025 and by 2030 we may not recognize much about how work is done.

To avert disaster in your company’s future and in your HR career, you need to start paying attention to the future and start planning on how you will change. If you don’t then don’t cry in five years that you didn’t see it coming, because I won’t be listening.

Did you like this post? Share it!

One Comment

  1. Though change is something that should be included in the HR agenda, in most cases it is ignored. The present struggles and problems tend to be more important than what will happen in the future. If the management is satisfied with the current recruiting techniques, they do not feel the need to invest in future programs and technology that could assure a clear working flow. On the other hand, change occurs in all domains, thus it must not be perceived as a distant future, but rather as a certain fact. And the best way to handle such a situation is to have an actual plan.

Comments are closed.

A Word From Our Sponsors

Ads help make Workology resources free for everyone. We respect your privacy. To see our Privacy Policy click here.

Recommended Posts

Episode 416: How Artificial Intelligence Is Being Used in Recruitment and HR With Adonis Wooten-Herron

In this episode, we interview Adonis Wooten-Herron from Accenture, who spoke about the use of AI in recruitment and HR....

The Impact of Remote Work on Workplace Wellness Measurement

Remote work has turned the traditional office into a virtual one, and with it comes a new set of challenges for measuring workplace wellness....

HR Certification Podcast Episode 11: Reviewing Business Acumen for HRCI & SHRM Exams

In this episode of the HR Certification Podcast, we are reviewing the COE model and 360-degree feedback as part of business acumen....

HR Certification Podcast Episode 12: Answering Your SHRM & HRCI Exam Questions

In this episode of the HR Certification Podcast, we are reviewing the 4/5ths rule as well as answering your SHRM and HRCI questions....

How to combine human and AI hiring practices

The world changed in November 2022 when ChatGPT launched, and we’ve never looked back. Whether it’s producing a bank of content or condensing meeting...

HR Certification Podcast Episode 13: HR Metrics & Formula Review for HRCI & SHRM

In this episode of the HR Certification Podcast, we are reviewing the HR-to-staff ratio as well as the cost of vacancy (COV)....

Checkout Our Products

Ads help make Workology resources free for everyone. We respect your privacy. To see our Privacy Policy click here.

More From Workology

HR Certification Podcast Episode 13: HR Metrics & Formula Review for HRCI & SHRM

In this episode of the HR Certification Podcast, we are reviewing the HR-to-staff ratio as well as the cost of vacancy (COV).

How to combine human and AI hiring practices

Click on read more to open this post on our blog.

HR Certification Podcast Episode 12: Answering Your SHRM & HRCI Exam Questions

In this episode of the HR Certification Podcast, we are reviewing the 4/5ths rule as well as answering your SHRM and HRCI questions.

HR Certification Podcast Episode 11: Reviewing Business Acumen for HRCI & SHRM Exams

In this episode of the HR Certification Podcast, we are reviewing the COE model and 360-degree feedback as part of business acumen.