--- title: HR Trends for 2026: Analyzing the Future of Human Resource Management --- # HR Trends for 2026: Analyzing the Future of Human Resource Management Last Reviewed: March 12, 2026 13 min read [68 comments](https://www.selecthub.com/hr-management/hr-trends/?noamp=mobile#comments) [ ![Olivia Edens](https://www.selecthub.com/wp-content/uploads/2023/05/cropped-Olivia-Headshot-96x96.jpg) ](https://www.selecthub.com/author/olivia-edens/) [Written by Olivia Edens](https://www.selecthub.com/author/olivia-edens/) Technical Content Writer [ ![Hunter Lowe](https://www.selecthub.com/wp-content/uploads/2023/11/cropped-Hunter-Headshot-96x96.jpg) ](https://www.selecthub.com/author/hunter-lowe/) [Edited by Hunter Lowe](https://www.selecthub.com/author/hunter-lowe/) Content Editor [ ![Steven Cates](https://www.selecthub.com/wp-content/uploads/2019/12/steven-cates-96x96.png) ](https://www.selecthub.com/author/steven-cates/) [Contributions by Steven Cates](https://www.selecthub.com/author/steven-cates/) Expert Contributor [ ![Sahana Rao](https://www.selecthub.com/wp-content/uploads/2023/12/Sahana-Rao-96x96.jpg) ](https://www.selecthub.com/author/sahana-rao/) [Contributions by Sahana Rao](https://www.selecthub.com/author/sahana-rao/) Expert Contributor Summary: Get a quick tour of 2025 HR trends: expanding hybrid work, generative AI, predictive/people analytics, human-centered leadership, structured change management, well-being programs, and DEI with ERGs. You’ll see practical stats, expert tips, and privacy/ethics notes to shape your plans. Table of Contents Explore the HR Hub What's your top priority today? * [Learn](#) * [What is HR Management?](https://www.selecthub.com/hr-management/hrm/) * [HRIS vs. HRMS vs. HCM](https://www.selecthub.com/hr-management/difference-hcm-hrms-hris/) * [What is HRMS?](https://www.selecthub.com/hr-management/hrms/) * HR Tech & Trends * [Key Takeaways](#Key%5FTakeaways "Key Takeaways") * [Top HR Trends for 2025](#Top%5FHR%5FTrends%5Ffor%5F2025 "Top HR Trends for 2025") * [1\. Setting the Hybrid Work Model for Collaboration](#1%5FSetting%5Fthe%5FHybrid%5FWork%5FModel%5Ffor%5FCollaboration "1. Setting the Hybrid Work Model for Collaboration") * [2\. Generative AI To Enhance HR Processes](#2%5FGenerative%5FAI%5FTo%5FEnhance%5FHR%5FProcesses "2. Generative AI To Enhance HR Processes") * [3\. Human Leadership](#3%5FHuman%5FLeadership "3. Human Leadership") * [4\. Predictive Analytics for HR](#4%5FPredictive%5FAnalytics%5Ffor%5FHR "4. Predictive Analytics for HR") * [5\. Change Management](#5%5FChange%5FManagement "5. Change Management") * [6\. People Analytics](#6%5FPeople%5FAnalytics "6. People Analytics") * [7\. Focusing On Employee Well-Being](#7%5FFocusing%5FOn%5FEmployee%5FWell-Being "7. Focusing On Employee Well-Being") * [8\. Diversity, Equity and Inclusion (DEI) in the Spotlight](#8%5FDiversity%5FEquity%5Fand%5FInclusion%5FDEI%5Fin%5Fthe%5FSpotlight "8. Diversity, Equity and Inclusion (DEI) in the Spotlight") * [Tips to Prepare for Changes](#Tips%5Fto%5FPrepare%5Ffor%5FChanges "Tips to Prepare for Changes") * [Embrace the Future](#Embrace%5Fthe%5FFuture "Embrace the Future") * [Plan](#) * [HR Software Requirements](https://www.selecthub.com/hr-management/hr-software-features-requirements-list/) * [HR Software Pricing](https://www.selecthub.com/hr-management/hr-software-pricing/) * [HRIS RFP](https://www.selecthub.com/hr-management/hris-rfp/) * [Compare](#) * [Best HR Software](https://www.selecthub.com/c/hr-management-software/) * [Best Employee Management Software](https://www.selecthub.com/hr-management/tools-for-employee-management/) * [Best Free HRMS Software](https://www.selecthub.com/hr-management/free-hrms-software/) * [Best HR Apps](https://www.selecthub.com/hr-management/the-three-types-of-hr-applications/) * [Workday Competitors](https://www.selecthub.com/hr-management/workday-competitors-alternatives/) * [Workday vs. SAP SuccessFactors](https://www.selecthub.com/hr-management/workday-and-successfactors/) * [Launch](#) * [HR System Implementation](https://www.selecthub.com/hr-management/key-considerations-implementing-hr-system/) * [HRIS Integration](https://www.selecthub.com/hr-management/hris-integration/) Like every ship needs a captain, every business needs [human resource management](https://www.selecthub.com/category/hris/) to steer it through uncharted waters. From a more efficient hybrid work model to AI and predictive analytics, new and developing HR trends continue to reshape HR’s present and future. [Compare Top HR Software Leaders](https://pmo.selecthub.com/top-hr-software-report-site-vers/) ![HR Trends for 2025]() To keep up with the ever-changing HR scene, you’ve got to prepare for the changing tides. After all, isn’t success the result of preparation meeting opportunity? With that in mind, if you’re ready to strategize your workplace and see what’s shaking up the work world, look no further than this year’s HR trends! From the widespread adoption of hybrid work models to the integration of AI and predictive analytics, staying ahead means understanding and embracing these trends. Let’s delve into the key HR trends for 2025 and how they are transforming the modern workplace. ## Key Takeaways * The hybrid work model is projected to grow to [81% by 2024](https://www.business.att.com/learn/research-reports/is-corporate-america-ready-for-the-future-of-work.html). * Effective leadership in the modern age requires empathy, adaptability and authenticity. * According to the [Surgeon General’s Framework for Workplace Mental Health and Well-Being](https://www.hhs.gov/surgeongeneral/priorities/workplace-well-being/index.html), 81% of employees seek organizations prioritizing mental well-being. * Employee resource groups (ERGs) are crucial in fostering a safe and inclusive workplace for women, veterans, LGBTQ+ employees, people of color, people with disabilities, working parents and others. * AI and predictive analytics are emerging trends in HR, revolutionizing workforce management and simplifying data decision-making. * Diversity, Equity, and Inclusion (DEI) initiatives are gaining momentum, with the global DEI market expected to reach [$15.4 billion](https://www3.weforum.org/docs/WEF%5FGlobal%5FParity%5FAlliance%5F2023.pdf) by 2026. ## Top HR Trends for 2025 Understanding annual industry shifts is crucial for businesses looking to keep up. To make keeping up with those changes more straightforward, we’ve consulted industry leaders and experts to learn the top HR trends, empowering you to make informed organizational decisions. According to Dave Millner, founder and consulting partner at [HR Curator](https://hrcurator.com/), “This is an exciting time to be in HR, and if challenge, innovation, change and personal growth are of interest to you, then stick around.” Let’s find out why! [Compare Top HR Software Leaders](https://pmo.selecthub.com/top-hr-software-report-site-vers/) ### 1\. Setting the Hybrid Work Model for Collaboration A flexible work model accommodates the workforce’s diverse needs. As a result, the shift to hybrid and remote work models continues to gain momentum in 2025. For one, businesses save money with reduced office space requirements, utilities and overhead costs with hybrid and remote work models. More importantly, this gives employees more control over their work-life balance, reducing commuting time and increasing job satisfaction, which can help attract and retain employees. ![Permanent and Hybrid WFH Notable Companies]() Giants like Ford, Microsoft, and Amazon have joined the [hybrid work bandwagon](https://startuptalky.com/permanent-work-from-home-companies/), reducing office space requirements and overhead costs. According to an [AT&T study](https://www.business.att.com/learn/research-reports/is-corporate-america-ready-for-the-future-of-work.html), hybrid work is expected to surge to 81% by 2024\. Currently, most businesses are actively implementing or considering adopting a permanent hybrid work model, securing its place in the future of human resources. As experts Mark Mortensen suggest, creating a psychologically safe environment and understanding the workforce’s diverse needs are paramount for seamless collaboration. Here was their take on the podcast — from David Green’s podcast [How To Foster Collaboration Between Hybrid Working Teams](https://www.myhrfuture.com/digital-hr-leaders-podcast/how-to-foster-collaboration-within-hybrid-working-teams?utm%5Fsource=newsletter&utm%5Fmedium=email&utm%5Fcampaign=hybrid%5Fcollaboration%5Fand%5Ffuture%5Fproofing%5Fpeople%5Fanalytics&utm%5Fterm=2022-10-25): > Get in there, have conversations, try and understand the experience of people and the needs of people and do that in an environment that is psychologically safe, where people feel like they can be honest and open because also, you won’t be successful if you only get the veneered version written on the surface.” ### 2\. Generative AI To Enhance HR Processes **Key Question: Are you ready to make generative AI part of your strategic initiatives?** Generative AI is a transformative force in HR, streamlining talent acquisition, employee engagement, and workforce management. Its applications range from crafting personalized job descriptions to developing virtual assistants for routine HR inquiries. It enables the creation of personalized job descriptions and virtual assistants to handle routine HR inquiries, enhancing efficiency and freeing HR professionals for strategic tasks. [HR vendors are actively developing and deploying generative AI](https://joshbersin.com/2023/03/the-role-of-generative-ai-and-large-language-models-in-hr/) to streamline and enhance different aspects of talent acquisition, employee engagement and workforce management. For instance, generative AI algorithms can help create job descriptions and postings by analyzing vast datasets to determine the most effective wording to use. According to a recent [McKinsey report](https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/generative-ai-and-the-future-of-hr): > Right now, if you’re an organization with tens of thousands of applicants, you may or may not have super customized ways of reaching out to the people who have applied. With generative AI, you can include much more personalization about the candidate, the job, and what other jobs may be available if there’s a reason the applicant isn’t a fit. All those things are made immensely easier and faster through generative AI.” [Companies are also harnessing generative AI](https://www.hr-brew.com/stories/2023/04/10/generative-ai-is-coming-for-hr-watch-out-for-these-impact-areas-in-the-near-term) to develop interactive chatbots or virtual assistants to handle routine HR inquiries and provide prompt responses. This frees up HR professionals to focus on more strategic tasks. With all the hype, it’s no surprise that the [generative AI in the HR market](https://marketresearch.biz/report/generative-ai-in-hr-market/) will be worth around $1,669.3 million by 2032. However, despite its roaring popularity, generative AI, just like any other technology, isn’t a silver bullet. Another [McKinsey report](https://www.mckinsey.com/capabilities/mckinsey-digital/our-insights/the-economic-potential-of-generative-ai-the-next-productivity-frontier#key-insights) provides some perspective: > Excitement over this technology is palpable, and early pilots are compelling. However, fully realizing the technology’s benefits takes time, and leaders in business and society still have considerable challenges to address. These include managing the risks inherent in generative AI, determining what new skills and capabilities the workforce will need, and rethinking core business processes such as retraining and developing new skills.” One question that arises on the hot topic of AI in HR is how HR teams can ensure the ethical use of data and maintain privacy. Human resource specialist Sahana Rao expands on this concept when we asked her about the rise of AI and how HR professionals can ensure ethical use of data and privacy: ![Sahana Rao]() It is an ongoing process for an HR specialist that requires vigilance, adaptability and commitment to ethical principles. First of all, a clear and transparent communication to employees on how AI will be used in HR analytics while addressing the concerns about privacy will go a long way in building trust. Secondly, wherever possible implementing techniques of anonymization and pseudonymisation to protect individual identities in data sets will be meaningful. Thirdly, obtaining explicit consent from employees safeguards data processing interest and ensures adherence to GDPR (General Data Protection Regulation). Last but not least, ensuring robust data security measures, conducting regular audits, reviewing compliance and scrutinizing ethical algorithms of AI will uphold the use of data and maintain privacy. Sahana Rao Human Resource Specialist, PAteam [Get our HR Software Requirements Template](https://pmo.selecthub.com/hr-requirements-checklist-and-tool-site-vers/) ### 3\. Human Leadership **Key Question: Do you know the difference between managers and leaders and the impact of negative management experiences?** Per a [recent Forbes](https://www.forbes.com/sites/forbestechcouncil/2023/07/03/manager-versus-leader-whats-the-difference/?sh=1bb31bb44540) article by [Steve Taplin](https://councils.forbes.com/profile/Steve-Taplin-Chief-Executive-Officer-Sonatafy-Technology/b408fa22-1d00-4796-91f7-9898ae7a2968) about the distinction between managers and leaders, “Leaders consider people, and managers get motivation from team success.” In the article, [Taplin](https://councils.forbes.com/profile/Steve-Taplin-Chief-Executive-Officer-Sonatafy-Technology/b408fa22-1d00-4796-91f7-9898ae7a2968) explains why better leadership is critical: > Many workers, in my experience, say they left a job because of their manager, revealing serious issues among office workers who want promotions and want to make a difference at the corporate level. Consequently, bad management is a huge problem from a talent perspective.” While managers can be leaders, this is only sometimes the case. Modern leadership is evolving into a more human-centric approach. Businesses with corporate structures tend to blur the lines between management and leadership roles, leading to a mixed organizational culture. Encouraging leaders to prioritize communication, teamwork, and employee recognition fosters a healthy organizational culture. Self-reflection is also vital for leaders to remove obstacles to effective leadership and navigate an increasingly complex world. ![Kerry Azar Quote on Leadership]() What does it entail? [Reworked](https://www.reworked.co/leadership/what-it-means-to-be-a-human-leader-and-why-its-important-today/) lists the following ways to encourage leaders toward human leadership: * Improve company communications * Prioritize teamwork and collaboration * Invest in people * Encourage feedback * Give recognition, rewards and compliments Besides company initiatives, leadership expert Kerry Azar emphasizes the need for [self-reflection](https://leadershipcircle.com/great-leadership-is-radically-human/) to become “radically human” and remove obstacles to effective leadership: > While our world is becoming increasingly complex and unpredictable, it’s also providing us with countless opportunities to reflect on what leadership means and to actively develop the mindset, skills and tools that support outstanding leadership. > > “If leadership is about becoming ‘radically human,’ then there’s one thing we can do daily. Ask ourselves, ‘How am I getting in my own way?’ Answer truthfully and be prepared to act.” ### 4\. Predictive Analytics for HR **Key Question: How are you utilizing data for effective decision-making?** Predictive analytics and workforce analytics are game-changers in HR, empowering professionals to manage employees proactively. Harnessing the power of data empowers HR professionals to be proactive rather than reactive in managing employees. According to Rao: ![Sahana Rao]() AI and predictive analytics together contribute to a more agile, responsive and forward-looking approach to managing the workforce in alignment with organizational goals. AI examines historical statistics, market trends, dynamic business conditions, demographic data, upcoming projects and other pertinent aspects, which enables firms to predict manpower demands, plan for growth and help make informed decisions about recruitment. Sahana Rao Human Resource Specialist, PAteam The SHRM article [Predictive Analytics Can Help Companies Manage Talent But Only if They Ask the Right Questions](https://www.shrm.org/hr-today/news/hr-magazine/spring-2023/pages/how-to-use-predictive-analytics-.aspx) says: > Organizations of all sizes can benefit from studying their past and present data and using it to anticipate the future and how they should react. It’s important to note that predictive analytics doesn’t simply mean perpetuating past patterns into the future.“ ![Quote from Society for Human Resource Management about the importance of using past and present data for predictive analytics]() From performance management to succession planning, data-driven strategies optimize processes for success. It’s also important to note that as workforce analytics and predictive analytics continue to evolve, organizations must harness data ethically, prioritizing privacy standards to protect employees’ rights and well-being. Predictive analytics ensures organizations don’t merely perpetuate past patterns but anticipate and react to the future. [Get our HR Software Requirements Template](https://pmo.selecthub.com/hr-requirements-checklist-and-tool-site-vers/) ### 5\. Change Management **Key Question: Change is inevitable. Are you ready for the unexpected?** Recent years have emphasized the importance of change management in navigating workplace challenges. Change management is a systematic process aimed at helping individuals and organizations adapt to shifts in goals, processes or technologies. It aims to implement efficient strategies to execute changes, control them and help people adapt with minimal hindrances. Here are some factors to consider while you’re strategizing for change management: * Digital adoption platforms to implement change * Managers and early adopters as change agents * Change as a part of company culture * Data-driven approach to change management * Humanized change * Key performance indicators (KPIs) measure the success of the changes * Risk assessments to identify potential risks * Comprehensive communication plan development ![Change Management Strategy Considerations]() A [Forbes advisor article](https://www.forbes.com/advisor/business/principles-of-change-management/) discusses the following principles of change management by Harvard Business School professor John Kotter: > Get representatives from across your organization involved at every stage of a change process—from identifying challenges and planning improvements to implementation and reflection. > > “When the people in your organization are involved in identifying challenges and recommending improvements, they’ll understand the reasoning behind changed processes and new initiatives. They’ll be invested in improvement. > > “Putting hard data behind organizational decisions is smart, but implementing change requires more. It also requires employees to be inspired by what the change will mean for their day-to-day work and the organization’s ability to fulfill its mission. > > “You need both the technical skills to manage projects, make a plan and oversee deliverables; and the emotional skills to communicate a vision, inspire action and empathize with concerns.” ### 6\. People Analytics **Key Question: Do you recognize the key areas of people analytics and how they shape overall job performance?** According to a [SHRM’s Research](https://www.shrm.org/about/press-room/shrm-research-hr-professionals-seek-responsible-use-people-analytics-ai), 71% of HR executives using people analytics say it’s crucial in their organization’s [HR strategy](https://www.peoplehum.com/glossary/hr-strategy). A [Forbes article](https://www.forbes.com/sites/forbeshumanresourcescouncil/2022/05/31/how-to-use-people-analytics-to-drive-business-performance/?sh=7848df21129d) describes people analytics as: > A data collection concerning human capital and workers’ performance within an organization. But this practice also turns information into actionable and meaningful insights that HR and PA specialists use to enhance business performance and employee experience.” A report titled [Impacting Business Value: Leading Companies in People Analytics](https://static1.squarespace.com/static/5a588e521f318dd974eb925e/t/634fc8e1f81e226b2c2a0219/1666173501729/Insight222+Research+People+Analytics+Trends+2022+Impacting+Business+Value.pdf) highlights the following key areas in which people analytics add value: * **Diversity and Inclusion:** For actionable insights on employee sentiment and to test improvements in employee experience, psychological safety, belonging and fairness. * **Employee Experience:** For data-driven employee experience/listening to get a better “feel” of the organization. * **Retention:** For information about the labor market, key competitor trends, risk factors with predictive models and more. * **Workforce Planning:** To predict and plan for skills and workforce costs while managing existing costs. * **Talent Acquisition:** For evaluating fairness in assessment and selection and the right hiring pace for the market demands of the business. [Compare Top HR Software Leaders](https://pmo.selecthub.com/top-hr-software-report-site-vers/) ### 7\. Focusing On Employee Well-Being **Key Question: Are your employees showing signs of satisfaction or burnout?** Employee well-being has taken center stage over the past couple of years, and for good reason. A recent [Forbes article](https://www.forbes.com/sites/davidhenkin/2023/09/27/combating-employee-burnout-with-ai-and-future-of-work-policies/?sh=273c943356ab) found that 76% of employees experience workplace burnout at some point, and 40% of US workers express that their jobs negatively impact their mental well-being. Burnout isn’t just a minor hassle. It can harm overall performance, elevating turnover rates, increasing absenteeism and costing businesses [15% to 20% of payroll](https://www.forbes.com/sites/davidhenkin/2023/09/27/combating-employee-burnout-with-ai-and-future-of-work-policies/?sh=273c943356ab), primarily due to voluntary turnover. So, when burnout seems high, it’s the first signal the organization itself, rather than individual employees, needs to make systemic adjustments. ![The Healthy Organization Framework]() The concept of “[The Healthy Organization](https://joshbersin.com/wp-content/uploads/2021/10/HW-21%5F10-DefGuide-The-Healthy-Organization-ExecSum.pdf)” has emerged to address these issues. This holistic approach focuses on physical health, mental well-being, financial fitness, social health, safe workplaces and cultivating a healthy culture. The Healthy Organization framework includes the following elements: * Physical Health * Mental Well-Being * Financial Fitness * Social Health and Community Service * Safe Workplace * Healthy Culture It’s safe to say that transitioning to a healthy organization promises improved productivity, employee satisfaction and higher retention rates. Combatting burnout requires systemic adjustments, and transitioning to a healthy organization promises improved productivity and higher retention rates. ### 8\. Diversity, Equity and Inclusion (DEI) in the Spotlight **Key Question: Are you prioritizing diversity, equity, and inclusion?** Diversity, equity and inclusion are buzzwords in most organizations, and rightfully so. DEI initiatives have become paramount in addressing workplace biases, discrimination, harassment, and disparities. [The Centre for the New Economy and Society reported](https://www3.weforum.org/docs/WEF%5FGlobal%5FParity%5FAlliance%5F2023.pdf) that multiple U.S. companies have committed to enhancing their DEI, with 2,200 CEOs and presidents pledging to foster more inclusive workplaces. The global DEI market was valued at $7.5 billion in 2020 and will reach $15.4 billion by 2026\. The need for DEI has also increased with the evolving work models — from in-person to virtual and hybrid environments. ![DEI Approach vs Challenges]() Companies are increasingly investing in DEI, with 79% planning to [boost DEI budgets](https://www.traliant.com/resources/how-to-build-an-effective-dei-program-whitepaper/) in 2022\. However, a mere financial commitment isn’t enough; developing DEI leaders is crucial to drive positive cultural change. The report also noted that only 13% of senior executives proactively support DEI initiatives. Going forward, this highlights the need to develop more DEI leaders to positively change workplace behavior and culture. According to a recent [Forbes article](https://www.forbes.com/sites/paologaudiano/2022/10/05/seven-sets-of-metrics-that-will-help-you-define-and-achieve-dei-goals/?sh=7b67172739b9), companies can use the following metrics to improve DEI: * Recruitment metrics * Hiring metrics * Onboarding metrics * Day-to-day activity metrics * Compensation, advancement and retention metrics Employee Resource Groups (ERGs) provide essential support for various groups, fostering an inclusive workplace. According to [one report](https://www.strategy-business.com/article/What-You-Can-Learn-from-Your-Employee-Networks), these networks “provide a place for women, veterans, LGBT employees, people of color, people with disabilities, working parents and others to connect and help ensure that the workplace welcomes and supports their productivity.” In the modern workplace, part of ensuring diversity and inclusion is overseeing AI systems. What steps can you take as an HR professional to minimize biases and foster diversity? Sahana Rao summarizes: ![Sahana Rao]() Collaborate with data scientists, ethicists and diversity experts throughout the development process to help identify and address biases. Also, actively test and validate models for incorporating DEI features and strategies. Further, implement regular bias assessments and audits to identify and rectify AI algorithms, ensuring transparency in AI decision-making. Promote human-in-the-loop systems for human oversight and intervention. Ensure regular sensitivity training on bias, diversity, equity and inclusion for the development team. Sahana Rao Human Resource Specialist, PAteam ## Tips to Prepare for Changes In a dynamic work environment, companies can never be prepared enough. Professor Steven Cates suggested some tips to strategize better for shifts in HR administration: * Learning and developing efficient ways to engage employees. The traditional model of contacting employees sporadically doesn’t work, leading to a lack of engagement and motivation for employees to feel isolated. * Daily “virtual water cooler and coffee pot” conversations for remote employees allow them to check in and address their concerns. It gives them a “voice” and an opportunity to seek ideas and exchange suggestions. * Training, development and career discussions make employees feel wanted and suggest they have a future career with the organization. * Checking in on employee mental health allows leadership to head off any major issues an employee might be experiencing. [Compare Top HR Software Leaders](https://pmo.selecthub.com/top-hr-software-report-site-vers/) ## Embrace the Future As the HR landscape evolves, companies must remain agile and responsive. Strategies for the future include engaging employees efficiently, fostering daily virtual interactions for remote employees, providing training and career development opportunities and regularly checking employee mental health. The future of HR holds exciting surprises as it seamlessly integrates AI into recruitment, talent management and predictive analytics. By embracing these trends and preparing for the future, companies can ensure their continued success in this rapidly changing HR landscape. If these HR trends have revealed problems in your organization that require HR tools, or you’re just looking to improve your [HR management software](https://www.selecthub.com/hris/best-hr-management-software/), check out our free [comparison report](https://pmo.selecthub.com/top-hr-software-report-site-vers/) to help you choose from the many products and features available. Which stood out to you as the key HR trends for 2023? Share your thoughts in the comments below! 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The right platform… ](https://www.selecthub.com/hr-management/workday-and-successfactors/) [ ![Ritinder Kaur](https://www.selecthub.com/wp-content/uploads/2021/06/cropped-Ritinder-Kaur-v2-1-96x96.png) Ritinder Kaur ](https://www.selecthub.com/author/ritinder-kaur/) Mar 12, 2026 Originally published in December 2018 and last updated in March 2026\. Contributions from Olivia Edens, Hunter Lowe, Sahana Rao, and Steven Cates. ## About the Contributors The following SelectHub team members and subject matter experts helped research, create, and review this content. [ ](https://www.selecthub.com/author/olivia-edens/) Written by [Olivia Edens](https://www.selecthub.com/author/olivia-edens/) Technical Content Writer As a SelectHub Technical Writer, Olivia Edens loves helping readers navigate through the world of HR, payroll, field service, PSA, and time and attendance software. Olivia earned a B.A. in English from the University of Phoenix. When she's not researching or editing, she loves rewatching The Office, scootering around the city and taking her cat for a walk. Fun fact: In high school, she won an award for most ideas per minute. [See Full Bio](https://www.selecthub.com/author/olivia-edens/) [ ](https://www.selecthub.com/author/hunter-lowe/) Edited by [Hunter Lowe](https://www.selecthub.com/author/hunter-lowe/) Content Editor Hunter Lowe is a Content Editor, Writer and Market Analyst at SelectHub. His team covers categories that range from ERP and business intelligence to transportation and supply chain management. Hunter is an avid reader and Dungeons and Dragons addict who studied English and Creative Writing through college. In his free time, you'll likely find him devising new dungeons for his players to explore, checking out the latest video games, writing his next horror story or running around with his daughter. [See Full Bio](https://www.selecthub.com/author/hunter-lowe/) [ ](https://www.selecthub.com/author/sahana-rao/) Contributions by [Sahana Rao](https://www.selecthub.com/author/sahana-rao/) Expert Contributor Sahana Rao is a distinguished Human Resources Specialist with over 10 years of experience. Her educational background is in Engineering and Management Studies, focusing on Human Resources and talent management. She currently works as a Human Resources Specialist for the PAteam and has recently been recognized as a "Top HR Voice" on LinkedIn. Her academic background demonstrates her dedication to a comprehensive grasp of the business realm. Equipped with a solid foundation in Management Studies and specializing in Human Resources and Talent Management, she has forged a distinctive career path that seamlessly combines technical expertise with a people-centric approach. From designing effective hiring strategies to executing sourcing and recruitment initiatives, Sahana has consistently shown her ability to identify, support and foster talent. Her expertise extends into Talent Management, where she has played a pivotal role in shaping and retaining high-performing teams. As an HR professional, she embraces trends and helps drive organizational growth through innovative HR practices. [See Full Bio](https://www.selecthub.com/author/sahana-rao/) [ ](https://www.selecthub.com/author/steven-cates/) Contributions by [Steven Cates](https://www.selecthub.com/author/steven-cates/) Expert Contributor Steven Cates serves as a Graduate Professor of Human Resource Management in the School of Business and Information Technology at Purdue University Global. He has over 30 years of managerial experience in all facets of HR and over 20 years of collegiate instruction experience. He holds a Society of Human Resource Management certification, has authored over 100 publications in the field of HR management and marketing, and has served on dissertation committees. [See Full Bio](https://www.selecthub.com/author/steven-cates/) Ritinder KaurWorkday vs. SuccessFactors 2026 Comparison: Which HCM Platform Should You Choose? * ‹ * › ### Conversation (68) ![Avatar](https://secure.gravatar.com/avatar/281d3616cf761f3582c0d76c23517846?s=32&d=mm&r=g) Write a response [Cancel reply](https://www.selecthub.com/hr-management/hr-trends/#respond) Your message Your name \* Your email \* Website Save my name, email, and website in this browser for the next time I comment. Δ * ![Avatar photo](https://secure.gravatar.com/avatar/b3dcf0535634da6c27e6e43634d5c0afcf34bc42f969a02ee6be13361b41e3ec?s=96&d=mm&r=g) #### **Cordellia** \- March 25, 2024 This is a great read; thank you! **[Reply](#comment-192245)** * ![Avatar photo](https://secure.gravatar.com/avatar/dba2b64d5028f03e629b860597376d68322a18df62f3a84de898df573bf82d2c?s=96&d=mm&r=g) #### **Amirreza Fakharian** \- June 24, 2023 Great article. **[Reply](#comment-176637)** * ![Avatar photo](https://secure.gravatar.com/avatar/84c6c0144711713e9376584f490cfcfed73f2fe1ca57a8ec7bdda46dc9264e15?s=96&d=mm&r=g) #### **Rajaram Kasar** \- May 19, 2023 Thanks for sharing a very nice and informative Article which is very useful for HR professionals. **[Reply](#comment-174540)** * ![Avatar photo](https://secure.gravatar.com/avatar/7e3b4ea6e5deb1902c48b3cf5bc135e974cf2e01dd4441be6212b8683d020ea5?s=96&d=mm&r=g) #### **Elizabeth** \- November 17, 2022 Thank you so much for sharing this insightful thoughts. This will help HR Professionals, CEOs and leaders who still believe in the former or traditional way of doing things to sit up in 2023, if not, their “Talents” would quickly find alternatives. **[Reply](#comment-151860)** * ![Avatar photo](https://secure.gravatar.com/avatar/81b9152a0d5e761af2bd925d518e595ddcbcd21d44366162bd6849e60fe73136?s=96&d=mm&r=g) #### **Nidhi Sharma** \- August 12, 2022 Thanks for HR trends article. This one is useful. Keep sharing good information and trends in our HRD area. **[Reply](#comment-143343)** * ![Avatar photo](https://secure.gravatar.com/avatar/546356b121db874e6616a5b1acd55c22457bff8957d83fb3e8e92d1add81533b?s=96&d=mm&r=g) #### **Rohini** \- July 14, 2022 Amazing information! Thanks for sharing it! **[Reply](#comment-140437)** * ![Avatar photo](https://secure.gravatar.com/avatar/f664d504604dd5c9ab43804a26687fdde5ea22135e1a6d58d1ce68861963c8fc?s=96&d=mm&r=g) #### **Dr. M.SURESH** \- February 10, 2022 It is very useful information thanks for sharing. I would like to thank each and every one. The information about HRM practices, trends, and the future of HRM/ HR/ Jobs information is also good. **[Reply](#comment-113864)** * ![Avatar photo](https://secure.gravatar.com/avatar/0271df77160042f1e68fb0f76a503eb5dc68c098af0e8e547177960bfaed779f?s=96&d=mm&r=g) #### **Akshay Techimply** \- January 22, 2022 Nice and great post! Your article helps me a lot in my research and analysis of HR Software **[Reply](#comment-111207)** * ![Avatar photo](https://secure.gravatar.com/avatar/f9940d3bf26a8b89c9a65a866f3300e31afe58b87c65eca76cd19c6eff22e22c?s=96&d=mm&r=g) #### **Aregbesola Johnson** \- January 4, 2022 wow, what a great word/Article. More wisdom by GOD Grace **[Reply](#comment-108086)** * ![Avatar photo](https://secure.gravatar.com/avatar/8146c503f2006b8e82dbce089354ab421622767a43b9a2d59d1b12bf3969b780?s=96&d=mm&r=g) #### **Dennice** \- October 28, 2021 Great article!! I’m doing a school project and I will need to interview someone in a HR position. If you would like to be apart of it please don’t hesitate to reach out. **[Reply](#comment-95004)** * ![Avatar photo](https://secure.gravatar.com/avatar/e745a3d93d53b8be2e3b38f7c38d4a31b90292fab3db44c9f948d1473fe8e99c?s=96&d=mm&r=g) #### **Matthew Ezeaku** \- October 8, 2021 Highly educative and simple to understand. Thanks for all these write ups. **[Reply](#comment-91892)** * ![Avatar photo](https://secure.gravatar.com/avatar/04f84f9cb3ddd9ba4e17e105ff7341371404a18bcc3f1d5b9f0d726ec96a4ffd?s=96&d=mm&r=g) #### **debora** \- September 23, 2021 Thanks for sharing this amazing piece of content. This one is really helpful for most of the newbie and the experienced one can also learn some points. **[Reply](#comment-89923)** * ![Avatar photo](https://secure.gravatar.com/avatar/5b3cf5d3592fb8c1c572f56d188aa1acf0449279c5132d69043f4c78e78b1b6d?s=96&d=mm&r=g) #### **Human Resource hrdracc** \- September 8, 2021 It is a great website and nice information share. I want to thank you. You can provide me good information about the human resources jobs. Keep up the good work. **[Reply](#comment-88450)** * ![Avatar photo](https://secure.gravatar.com/avatar/04f84f9cb3ddd9ba4e17e105ff7341371404a18bcc3f1d5b9f0d726ec96a4ffd?s=96&d=mm&r=g) #### **Debora** \- June 7, 2021 I love to read your blog. It gives me more ideas on how to deal with this HR trends. Thanks and keep Sharing. **[Reply](#comment-74596)** * ![Avatar photo](https://secure.gravatar.com/avatar/0580d0ffac537a894dec76eb63ed87e7cb10f3d61be24b44185a44a96f80a3bb?s=96&d=mm&r=g) #### **alen owen** \- June 5, 2021 Thank you for the informative post. I am a student taking CIPD the rise of artificial intelligence and gig economy will surely impact on the future HR roles. My greatest worry is that HR as it is today may greatly be disrupted and HR rendered obsolete **[Reply](#comment-74242)** * ![Avatar photo](https://secure.gravatar.com/avatar/36a527e4e5ccdcc789f82dd30a8081ecbaa465a01b04f4946a140928f5206f95?s=96&d=mm&r=g) #### **Hiresmart** \- June 2, 2021 Thanks for sharing this top 12 global trends in HR. After the pandemic since remote work is here to stay so these points are necessary for any organization. **[Reply](#comment-73738)** [![](https://secure.gravatar.com/avatar/325a4725a6f855d11144b5667811ee98c1a70f09400af42b2b3afa2ad716258c?s=48&d=mm&r=g)](https://www.selecthub.com/author/grace-savides/) #### **Grace Savides** \- January 5, 2022 It’s been interesting to see many companies are adapting to remote work. We appreciate the comment! **[Reply](#comment-108592)** ![Avatar photo](https://secure.gravatar.com/avatar/9683852725190065c1f26552f34f22e19f84e3a991a1396e6ef1737ea782273a?s=96&d=mm&r=g) #### **Mansi Singh** \- August 11, 2022 Hi, are these all trends specific to India. I am working on a case study it would be a great help if you could confirm. Thanks **[Reply](#comment-143295)** [![Avatar photo](https://www.selecthub.com/wp-content/uploads/2020/07/Khaleel-48x48.jpg)](https://www.selecthub.com/author/khaleel-hayes/) #### **Khaleel Hayes** \- August 15, 2022 Hello, Mansi. These trends serve the whole HR market. There may be a few differences in India, but most of these trends are universal around the world. **[Reply](#comment-143547)** * ![Avatar photo](https://secure.gravatar.com/avatar/0a5a9120432c17eff8b5e2913be22402e8c242b0f7a010e34d35f80a450895bd?s=96&d=mm&r=g) #### **Vasanthi Reena Williams** \- April 11, 2021 Thank you Zachary Totah for the informative article. I wish to share this with my peer groups. I will be sharing the website address with them . Thank you once again. **[Reply](#comment-68129)** * ![Avatar photo](https://secure.gravatar.com/avatar/b897e6244dabe9a13bfa565aecd502b792461dc95173ce2d9823803322d90944?s=96&d=mm&r=g) #### **Bismay Basant Mishra** \- March 26, 2021 Very nicely summarized. It imparts very indepth knowledge. **[Reply](#comment-65940)** * ![Avatar photo](https://secure.gravatar.com/avatar/9385330367846283840b3905f516c61ef0ba39d20807e19bdbc574435772d478?s=96&d=mm&r=g) #### **Laetitia** \- March 25, 2021 Hello, It is a very interesting content! I would like to talk about one part for my school assignment. However, I can’t find the date of publication of this article? (It will help me for the referencing). Thanking you in advance, Laetitia **[Reply](#comment-65846)** * ![Avatar photo](https://secure.gravatar.com/avatar/dda4ff35c786064db987b6f3416345860a34d9a434d7ec5080842e978f21847d?s=96&d=mm&r=g) #### **Sarah** \- March 18, 2021 This article is very well summarised and of great help. I am writing a similar article on changing HR trends and would like to use this as a reference. It would be helpful if I could know the publishing details of this article ( date, year etc) **[Reply](#comment-65117)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- March 18, 2021 Hi Sarah, glad to hear it! The article was updated in January of this year. **[Reply](#comment-65150)** ![Avatar photo](https://secure.gravatar.com/avatar/dda4ff35c786064db987b6f3416345860a34d9a434d7ec5080842e978f21847d?s=96&d=mm&r=g) #### **Sarah** \- March 19, 2021 Hi Thank you so much! **[Reply](#comment-65207)** * ![Avatar photo](https://secure.gravatar.com/avatar/4920299ed32596d54db1afa6c899abf2f5cd84f8d5bb20d12dfc579457b6b550?s=96&d=mm&r=g) #### **Vedant Darji** \- February 4, 2021 Important point. It’s helpful. **[Reply](#comment-60721)** * ![Avatar photo](https://secure.gravatar.com/avatar/e4e2ca99868edb30d294ce3e3120188f4cb7f2daecd04e3700b203873acedb6c?s=96&d=mm&r=g) #### **André** \- February 2, 2021 Nicely summarized **[Reply](#comment-60556)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- February 2, 2021 Thanks, Andre! **[Reply](#comment-60587)** * ![Avatar photo](https://secure.gravatar.com/avatar/56b9e350d845076da4c11f8d760904c6613f7d9bebb46cdb79abf9f54563d190?s=96&d=mm&r=g) #### **Amy M** \- January 29, 2021 Your article nailed the focus of HR going forward and provided specific strategies for the Organizational Guidance System to move from descriptive to prescriptive. You have the perfect balance between “big picture” overview and boots on the ground implementation. **[Reply](#comment-60248)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- February 2, 2021 Thanks for the kind words, Amy. Glad you found it helpful–we’re lucky to work with experts who can provide insights for our audience. **[Reply](#comment-60589)** ![Avatar photo](https://secure.gravatar.com/avatar/513d76c21fb790014f2156d324f3e050b26574e4bd90320e4936995eb3a6c0f0?s=96&d=mm&r=g) #### **mehmood** \- April 19, 2022 thanks for the valuable information. can you please tell me What are the current trends in natural resources management ? **[Reply](#comment-126054)** * ![Avatar photo](https://secure.gravatar.com/avatar/0c467228b4ba5bff9e05bf5cdd43a0bb1ac1c3b6eafbdc4b213ea03c333ee9bb?s=96&d=mm&r=g) #### **Ameneh Soltani** \- January 24, 2021 wonderful… I made a copy to translate it (to Persian) soon -if you wouldn\`t mind. Thanks a million. **[Reply](#comment-59787)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- February 2, 2021 Thanks for reading, Ameneh, glad you enjoyed it. **[Reply](#comment-60591)** * ![Avatar photo](https://secure.gravatar.com/avatar/9cd0884eff707ce646a82efa29927ef27debc08f5ca627e8a7fc1d0ac5ee29a1?s=96&d=mm&r=g) #### **oussama askri** \- January 4, 2021 great work !!! **[Reply](#comment-58027)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- January 6, 2021 Thanks Oussama, glad you enjoyed it! **[Reply](#comment-58246)** * ![Avatar photo](https://secure.gravatar.com/avatar/aebc59c70223fd5bbadfc4d6a0e79814463d2aa6bebb65050cb6c60da284bc17?s=96&d=mm&r=g) #### **Dhwani Shah** \- December 14, 2020 Very interesting and different ideas you have put up in this article. Thank you for adding to our knowledge with these insightful points and everything is explained really well. Keep sharing such articles! 🙂 **[Reply](#comment-56447)** * ![Avatar photo](https://secure.gravatar.com/avatar/90469fc79eafb895073a9fccf0d726671c62297e13720c7c50e18cf1dad760b0?s=96&d=mm&r=g) #### **Osama** \- November 10, 2020 Thanks for the valuable article. very informative, well explained, and illustrated. Wish you all the Best. Osama **[Reply](#comment-53074)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- November 17, 2020 Thanks for the feedback, glad you found the article helpful! **[Reply](#comment-53969)** * ![Avatar photo](https://secure.gravatar.com/avatar/091520dccd3e8b6b81d32e9eb93a1deb09af048e385d4a9a186aaae91fcfaf99?s=96&d=mm&r=g) #### **Rajjan Verma** \- October 7, 2020 Very educative & informative articles. Thanks for sharing. **[Reply](#comment-49973)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- October 9, 2020 Happy to hear it, Rajjan, thanks for the comment! **[Reply](#comment-50174)** * ![Avatar photo](https://secure.gravatar.com/avatar/04f84f9cb3ddd9ba4e17e105ff7341371404a18bcc3f1d5b9f0d726ec96a4ffd?s=96&d=mm&r=g) #### **debora** \- September 28, 2020 Great Article. Its really informative and innovative. keep posting with latest updates. Thanks for sharing such a good blog. **[Reply](#comment-49196)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- October 9, 2020 Thanks for the kind words, Debora. Glad you found it helpful! **[Reply](#comment-50178)** * ![Avatar photo](https://secure.gravatar.com/avatar/184604b56780602feecb8a53f861e969c4d1fe354b34df207ade37cbea49d501?s=96&d=mm&r=g) #### **Skye Harison** \- June 21, 2020 Thank you for sharing some tips. **[Reply](#comment-39827)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- June 23, 2020 Glad to help, Skye. Thanks for reading! **[Reply](#comment-40101)** * ![Avatar photo](https://secure.gravatar.com/avatar/2b533554648b88330623f9966be9855dde4734db50175cd9bd640e0cb31d6f30?s=96&d=mm&r=g) #### **Carmon Crofts** \- June 15, 2020 I am a student in Colorado Technical Unversity going thought a BA in Business administration with a concentration in Human resource management I will be graduating in 2021 what advice would you give to find employment within HR with no work experience. **[Reply](#comment-39007)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- June 16, 2020 Hi Carmon, unfortunately our expertise is with software selection, so I can’t make any specific recommendations on how to start an HR career. As with many jobs, getting internships is probably a good idea. You could also check out [SHRM](https://shrm.org/) and similar sites, which may have info more along the lines you’re looking for. Best of luck! **[Reply](#comment-39045)** * ![Avatar photo](https://secure.gravatar.com/avatar/04f84f9cb3ddd9ba4e17e105ff7341371404a18bcc3f1d5b9f0d726ec96a4ffd?s=96&d=mm&r=g) #### **debora** \- June 4, 2020 I found your article very informative & useful. Thanks for sharing! **[Reply](#comment-38312)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- June 4, 2020 I’m glad you found it useful, Debora. **[Reply](#comment-38324)** * ![Avatar photo](https://secure.gravatar.com/avatar/b2bbc60811c0c3a91103c3f0e6ad07637c215b4ba357d9b14a786ff95d5ce027?s=96&d=mm&r=g) #### **john mayer** \- May 22, 2020 Thanks for sharing such an informational blog which will, surely be a big help to the small medium enterprise so that they can choose the best suited tool for their business. **[Reply](#comment-37116)** * ![Avatar photo](https://secure.gravatar.com/avatar/2c0741fbe1800ee0cd208ec73bc5d624b44a2e6c03e8813e2ef5f5545d70a66b?s=96&d=mm&r=g) #### **patrick Donald** \- May 14, 2020 strongly agree. great article **[Reply](#comment-36435)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- May 14, 2020 Thanks, Patrick! **[Reply](#comment-36437)** * ![Avatar photo](https://secure.gravatar.com/avatar/59d447fd762229e599abba4f67c6bfe2b051ffcb3ccc9b42a35924ffb35d29ca?s=96&d=mm&r=g) #### **Akash Patel** \- May 7, 2020 Awesome Blog. Thanks for sharing such a great information about the HR Software **[Reply](#comment-36024)** * ![Avatar photo](https://secure.gravatar.com/avatar/41e685bf5e2575c5d791b619238adbbb526ce4dcb0d614526c335407ec3c88d1?s=96&d=mm&r=g) #### **Catherine Smith** \- March 18, 2020 Yes, many companies are going AI or developing their AI needs with regards on administrative or company system. HRIS is one of the important things that can go through automation in order to deliver accurate service to the people. In my company, we have an automated Payroll system called PayRoll2u. **[Reply](#comment-33096)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- March 19, 2020 Thanks for reading and sharing your thoughts, Catherine. **[Reply](#comment-33155)** * ![Avatar photo](https://secure.gravatar.com/avatar/f0ed4f82c88f0111d9f85164252f5325049a77ebdf4439415013c9df041f38b3?s=96&d=mm&r=g) #### **Beverly Dennis** \- February 17, 2020 This article is very fascinating. Well done Zach !! **[Reply](#comment-30909)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- February 17, 2020 Thank you, Beverly! I’m glad you enjoyed it. **[Reply](#comment-30912)** * ![Avatar photo](https://secure.gravatar.com/avatar/9c47798101e688c0a30715340da3afcc6488a17c3d453a3bea719928612c891c?s=96&d=mm&r=g) #### **Arash** \- December 29, 2019 Great article! I want to know how do you think AI can help with employees’ experience ? or can it? **[Reply](#comment-27447)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- December 30, 2019 Thanks Arash, glad to hear you liked it! Yes, I do think AI can impact the employee experience, based on what I’ve seen. One example is the Watson Career Coach from IBM, which uses an AI assistant to help employees navigate their careers. And another I just learned about recently is Guider, which delivers mentoring using an AI solution. AI-powered chatbots are also becoming more common, helping people apply for jobs or quickly answering basic questions employees have. I covered AI trends in HR more extensively in this article, if you want to check it out: . **[Reply](#comment-27588)** * ![Avatar photo](https://secure.gravatar.com/avatar/6c5f2ae6b822a6720c9a736a1ed0719c2f77fc6128fb8e74d331af60dab057fc?s=96&d=mm&r=g) #### **Tracy** \- May 21, 2019 I think you are completely disillusioned if you believe this does not reduce the need for HR humans overall. Please share your thoughts on this: what is the breaking/tipping point? If all business is conducted by a robot, who will have an income to purchase your goods/service, etc? Are your relying on socialism to survive as a business? How will a government make a purchase without income from taxes? Awaiting your insight. **[Reply](#comment-19848)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- May 22, 2019 Hi Tracy, What were you referring to when you said, “this does not reduce the need for HR humans overall.” I want to make sure my reply accurately addresses the point you’re making. **[Reply](#comment-19918)** * ![Avatar photo](https://secure.gravatar.com/avatar/ba02d75821fb15c6cee07e9a4da5bd12dd937303b279d8ce714b1cb8c48f3f83?s=96&d=mm&r=g) #### **Akintola Inioluwa** \- May 4, 2019 Does this mean there’ll be a drop in the value of HR practitioners in the nearest future? **[Reply](#comment-19374)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- May 8, 2019 Hi Akintola, thanks for the question! Actually, I think the opposite is more likely to happen. As AI and other technology becomes more ingrained in HR, it will free people up to focus more on strategy, problem-solving and other areas that tech isn’t equipped to handle. I was reading in a Deloitte report the other day that they expect automation and AI to augment the workforce by eliminating redundant manual tasks, which will enable HR practitioners to contribute in more valuable ways like I mentioned above. **[Reply](#comment-19481)** ![Avatar photo](https://secure.gravatar.com/avatar/6132ec8771abbfba95251d291c21d820d8fccf39a246992c1e62c49332a3be80?s=96&d=mm&r=g) #### **Vivek Gour** \- August 30, 2020 We will definitely to a drop in no. of HR professionals, as many of the manual work is being automated but the limited roles are going be more significant and strategic. HR is more likely to work as a strategic partner in the near future. **[Reply](#comment-45740)** * ![Avatar photo](https://secure.gravatar.com/avatar/238d334ac19e760555bf3b56014f4aee55fc858563deca66c65b2a88155458c3?s=96&d=mm&r=g) #### **Lovepreet D** \- April 3, 2019 Nice post. Artificial intelligence has seeped into every aspect of the recruitment industry. Where at one point, talent acquisition was a challenge, it has now been simplified with automation. The recruitment industry is witnessing a significant change in hiring candidates with increasing usage of various AI solutions. **[Reply](#comment-17762)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- April 5, 2019 Thanks for reading and sharing your thoughts, Lovepreet! Yes, agreed. AI has so many valuable applications that it’s not a surprise it’s become such an important piece of HR. **[Reply](#comment-17890)** ![Avatar photo](https://secure.gravatar.com/avatar/7190543a54c9d360fb214f7457aad3a60498be10ad30331231ffae1a1cb4d372?s=96&d=mm&r=g) #### **uday** \- December 1, 2020 Hello Zachary Totah valuable study Thanks I want a copy, please **[Reply](#comment-55196)** [![Zachary Totah](https://www.selecthub.com/wp-content/uploads/2020/07/Zac-48x48.jpg)](https://www.selecthub.com/author/zachary-totah/) #### **Zachary Totah** \- December 7, 2020 Glad to hear it was helpful! **[Reply](#comment-55847)** [ Go to mobile version ](https://www.selecthub.com/hr-management/hr-trends/?amp=1) **Tier 1:** Fully/moderately supported out-of-the-box allowing for quick and easy deployment. Fully or moderately supported out-of-the-box with industry-leading capabilities and is immediately available after installation without needing any add-ons, integrations, or custom development. **Tier 2:** Supported with workarounds or add-ons that may require additional costs. Not directly available in the software, but can be accomplished using other built-in features, workarounds, or add-ons/products from the vendor with or without any additional cost. **Tier 3:** Requires partner integrations or custom development that is often at an additional cost. Requires additional integrations, plugins, marketplace applications from a third-party vendor, or custom development using the APIs, libraries, extensions, and development framework supported by the software, with or without any additional cost. 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