HR has been around for a long time, in different formats. The Welfare Workers’ Association was founded in 2013, and is seen as being the forerunner of the Chartered Institute of Personnel and Development (CIPD) which represents the HR profession today. Back in 2013 the focus was very much on the welfare of workers.
Over the years
During the past 100 years or more the role of HR has evolved. It has had focus on administrative duties relating to people, a role to play during difficult employee relations’ climates, and always that underlying focus on the welfare of employees.
More than people issues
Today, many people working in HR are referred to as ‘Business Partners’. This acknowledges that HR people do much more than address people-related issues. Their role is just as much about the success of the business, as it is about the management of people.
Understanding the demands of the role
The online course about being an HR Business Partner takes the learner through the different demands of the role, and equips the learner with the knowledge needed to do the role effectively. The course has recently been updated to include guidance on a number of key trends in people management. Just looking at the range of areas that have been addressed in the update shows how complex and interesting the role of the HR Business Partner has become.
Key trends to be aware of
The areas that are now included are:
- HR analytics – what data should we know about the people in an organisation, and what should we do with that data? How do we explore trends, and use the data to help us to manage more effectively?
- Green HR – an increasing trend amongst employees, and job applicants, is a concern about the organisation’s sustainability and approach to green issues. What does ‘green’ mean for the HR profession?
- Moving to a 4 day week – some organisations have moved to a 4 day week, some have tried it and have moved back to a 5 day week. It is something that a lot of organisations are thinking about, so what are the issues that need to be considered?
- Managing remote/hybrid working – working from home has become something of a contentious issue. Many employees argue that they are more productive when they work from home, but employers are concerned that they are losing the benefits of team work, and that younger employees (in particular) are missing out on the opportunity to learn from colleagues. Can an organisation ask its employees to get back to the workplace?
- Values based recruitment – all organisations want to recruit the best people, and with the 2 year qualifying service to claim unfair dismissal being removed, there will be even more pressure on getting recruitment decisions right. Values based recruitment is based on the idea that employees whose values fit with the organisation are more likely to be successful in the organisation.
- Skills based hiring – this is another trend in recruitment. Rather than asking applicants to have a specific qualification, let’s focus on the skills instead.
- Using Artificial Intelligence – AI is here to stay, and it brings a number of opportunities for HR, such as taking away some of the time consuming elements of the recruitment process. However, does this work for people focused activity? How can AI be used effectively?
- Understanding Gen Z – Gen Z are those born from 1997 to 2012. Some employers report that they are difficult to manage, because they have different expectations of work. Is this true, and can it really be true of a whole generation?
- Financial well-being – we are used to addressing health and well-being, but financial well-being has emerged as a separate topic. If employees have money worries they are less likely to be effective, so what can we do to support financial well-being?
- Managing flexible working – employees now have the right to make a request for flexible working from day one of employment. How can we manage a workforce where there are lots of employees with different working patterns?
- Equality and equity – what is the difference between equality and equity, and how do we manage this? If giving equality of opportunity is not sufficient, what more should we do to achieve equity?
- Neurodiversity in the workplace – around 15% of the UK population are neurodiverse, but it is only in recent times that the need to manage neurodiversity in the workplace has really become something we are talking about. We will explore the issue as part of the course.
To get to grips with the responsibilities of the HR business partner and understand the latest trends and topics, sign up for The Role and Skills of the HR Business Partner a self-paced online course written by Kathy Daniels. Kathy has many years of experience both in the workplace and in teaching.
Published on Apr 01, 2025 by Kathy Daniels