The Founders Fight Club strikes again! We conducted a six week long HR study, asking about professional fields of importance. Our target audience: hundreds of HR specialists from the most established corporates in the D-A-CH area.
First, we asked whether a topic is relevant, then followed it up with specific fields of interest. Here are the results:
- Data evaluation (80.5%)
- Organizational Development (79%)
- Company Culture (79%)
- Innovation Culture (78%)
- Employee Engagement (77%)
- Talent Development/Retention (76%)
The main topics focused around the following four areas:
Interestingly, only 1% of all responders show interest in Industrial Relations. And only 3% in Outsourcing Recruitment, Risk Management in HR or Job Security. What also didn’t scratch the corporate itch were legal topics of any kind.
That’s interesting news, considering we live in the fast-paced Era of Automation. The German word “Arbeitsplatzsicherheit” can translate to both security in your workspace or: the security to keep your job. Another curious fact: Robotics ranked as low as 26%. Is HR on the automation train yet?
The results show a clear shift towards analytics and data evaluation in HR. It has emerged that data can supplement a better performance. It can also uncover hidden obstacles independently from human assumption. Read more HERE (Analytics vs. Assumptions (link)). Harvard Business Review backs that up with some strong numbers, too.
Simultaneously, it’s become more important for people to consider their work environment . The Heads of HR we asked considered Company Culture 10% more important than Remote Work or Home Office. People seem to care more about how their work environments correspond with them individually and as a group than the work locality per se. The 79% that voted for Innovation Culture show a great curiosity towards the change that is headed our way. The numbers signal an openness upon trying new things to change the general mode of operation. The high ranking of Employee Engagement shows strive towards active change rather than passive acceptence thereof.
In conclusion, we can say we expected the areas of relevance. What surprised us were the specific fields of interest considered especially relevant or not relevant at all to HR. We had focused our study on corporates with 500 employees or above. Hence each Head of HR represents the pain points and interests of a broader team facing diverse conflict situations. Beyond these results, perspectives will have to shift more. In times of fast change it is clear that risk management is critical to HR. And given the Job Security ratio, Robotics and Automation are bringing changes to the table that will become very relevant very soon. Get on board with change management - otherwise you will find yourself taken aback by a situation foreseeable.
Hopefully, this survey can serve as a measure for clarity and a compass towards the right direction for HR.
1 https://hbr.org/2019/04/is-hr-the-most-analytics-driven-function. 2 https://www.visier.com/clarity/10-reasons-shift-data-driven-hr-model/ 3 https://www.bcg.com/publications/2019/change-management-with-people-analytics.aspx