“By 2030, HR will play a central role in shaping collaboration between people and technology, integrating climate and ethical aspects into workforce planning and developing flexible models that are more responsive to the needs of employees,” write the authors of a new white paper from the consulting firm Zalaris. To do this, they have identified nine key points that HR should keep an eye on over the next five years:
1. AI technologies are redefining HR interactions
Over the next five years, HR interfaces will evolve from static dashboards and multi-level self-services to conversational, AI-powered solutions.
2. AI does not replace people – but requires a new work design.
Companies that successfully use AI do not treat it as a mere add-on. They consciously redesign jobs, systems and processes so that human skills and AI complement each other in a meaningful way.
3. Behavioral competencies become the decisive differentiating factor.
As AI accelerates skill acquisition and access to knowledge, years of experience alone will no longer be a clear indicator of talent.
4. Employment contracts are being designed more individually.
By 2030, the standardized employment contract will increasingly dissolve. Around 50 percent of companies will offer modular contract models that are based on the individual preferences, financial goals and life phases of employees.
5. Corporate culture becomes more local – without losing cohesion.
In global organizations, a uniform, top-down value system will not be equally relevant for all employees.
6. Employee experience is part of the workflow and no longer an add-on.
In the future, the well-being of employees will no longer depend on individual resilience or voluntary offers.
7. Employees have more control over their data and contributions.
With the advancement of digital evidence and increasing data portability, employees are gaining more control over their professional data.
8. Ethics in technology becomes a core HR responsibility.
With the widespread use of AI in HR processes, ethical issues such as bias, transparency and traceability are increasingly shifting into the area of responsibility of HR.
9. Climate risks and crises are changing workforce models.
Environmental and external factors become an integral part of the strategy.
If it is possible to actively shape these nine topics, HR would, according to the authors, develop “away from purely administrative efficiency towards human-centered systems, holistic development and clear ethical responsibility”. “Companies that act early create the basis for sustainable growth, attract key skilled workers and position themselves as a future-proof organization.
Comment on the topic: Jack of all trades
According to the white paper, HR must keep an eye on nine transformation areas by 2030. But how is that supposed to work?
HR departments, this is nothing new, have long been struggling with a constantly growing range of tasks. You should manage the transformation to a skill-based organization, promote restructuring, combat the shortage of skilled workers, minimize time-to-hire and further develop managers.
Oh yes, the regulations, a fair remuneration system and the administration also have to work – to name just a few things. At the same time, HR professionals are demanding more strategic influence.
The consulting firm Zalaris has summarized the key challenges of the coming years. The bottom line: It’s not getting any less, on the contrary. Above all, this means that HR functions must have their own structures under control. More efficiency through artificial intelligence and automation can only be the first step.
In the future, it will be more important to prioritize specifically, to delegate responsibilities to others – for example managers – and to react agilely to challenges. However, this requires a completely new self-image for many HR professionals: saying goodbye to the idea of having to be the jack of all trades.
Catrin Behlau coordinates HR magazine production organizationally and thematically. Together with Rebecca Scheibel, she heads the HR media editorial team at FAZ Business Media. Her thematic focus is on the HR profession.
