The world of work, with all its demands and tasks for each individual, is changing at breakneck speed. The advent of new technologies such as AI-based tools requires HR employees to have a wide range of new skills. Technical and digital skills play an important role in successfully shaping the HR management of the future. In an increasingly networked and digital world, the ability to deal with technologies and innovations is essential. This includes certain basic digital skills and, depending on the position, role and sector in HR work, also more in-depth specialist knowledge, for example in dealing with AI or managing large amounts of data. HR analytics will also continue to gain in importance, but certain “classic” skills in creativity, agility or problem-solving skills will also be increasingly in demand.

With all the upheaval in HR, a high degree of willingness to change and adaptability is important: in view of dynamic developments, HR employees should be able to adapt quickly to new framework conditions and situations. At the same time, it is their responsibility to ensure that employees in the company are able to keep pace through appropriate training measures.

Learning new skills and technologies, adapting to new working methods, using new tools, constantly acquiring new knowledge: in order to successfully meet the demands of the modern working world, lifelong learning now plays an even more central role in HR.

HR management can actively prepare its own HR employees for future challenges in a focused manner and develop and promote their skills in such a way that they are optimally prepared and can exploit and use their potential for the company’s goals. Dealing with big data, data protection, compliance and AI plays an important role here – in combination with a focus on innovation. As the rapid changes and dynamic developments of the modern working world can create a certain amount of pressure and increase stress levels, professional resilience management is also important.

Which Skills will be particularly relevant in HR Management in the Future?

  • Technical skills: These include an adept handling of new technologies, platforms and software solutions, an affinity for IT and a desire to try out new developments and innovations. Solid skills in dealing with “big data” are essential in order to be able to analyze and interpret data, for example in relation to key performance indicators or in the recruiting process. This is the only way to make well-founded and quick decisions. In order to keep up with all the AI-based technologies, HR employees should understand the basic concepts of AI and machine learning, as well as be able to classify potential risks and opportunities on the other side. This enables them to apply AI-based tools, use them profitably in everyday life and exploit their potential in various work processes or “just” encourage the organization to use AI. An understanding of cyber security and data protection is also important in order to derive and apply them to one’s own work processes.
  • Agility, flexibility and creativity: Hybrid project management in HR is required in order to react more quickly and flexibly to changes. With a high degree of flexibility and creative skills, even complex challenges can be mastered quickly and competitively. The ability to “design thinking” is important in order to create a better employee experience.
  • Reflection & communication skills: Teams are becoming increasingly diverse and international. Empathy and the ability to communicate clearly in intercultural interactions are essential here. Being able to empathize with others and reflect on yourself are important cornerstones of successful collaboration.

Future-oriented skills should be specifically promoted in HR and the further training and qualification of employees should be strategically implemented in programs in order to achieve the company’s goals. THE MAK`ED TEAM supports medium-sized companies with experienced HR consultants in the development of dynamic HR structures and relies on agile development models.

More about Human Resources and Digitalization in HR.