CIPD Predicts Key Future Trends for People Management

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04 December 2020

A report from the CIPD sets out the key trends that will have an impact on the future world of work, and how these will shape how we manage people in 2021 and beyond.

Most facilities managers would admit that 2020 has been a year where their people and communication skills have been most tested. Yash Kapila, CEO of Integral told us earlier in December that this is one of the biggest learning curves for his team: “As FMs, we are adept at dealing with operational or building-related issues. But when it comes to our people, health and wellbeing, it is now an essential part of the agenda.”

To that end, with FM and HR working closer together to deal with the fallout of COVID-19, The Chartered Institute of Personnel and Development (CIPD) has identified key people-management themes for the coming year.

 

Digital Transformation and D&I Strategy Among Key Themes

 

People Profession 2030: A collective view of future trends shares the findings of a joint collaboration between the CIPD and hundreds of people professionals from around the world, to create a collective understanding of the future of the profession. It combines findings from the CIPD’s People Profession 2030 Hackathon and roundtables with senior HR leaders that took place earlier this year.

The five key trends influencing the people profession over the next decade have been identified as:

 

1. Internal change – evolving organisational models, structures and processes. The modern workplace will require agile, adaptable business models, and managers and employers will need support to thrive in a changing world – a trend that has been accelerated through the business response to the COVID-19 crisis.
2. Digital transformation – People professionals will need to understand how to put people at the heart of digital transformation and ensure fairness and positive opportunities for all, not just those who are tech-savvy. The profession will also need to harness digitalisation and automation to improve processes and generate insights, for example using data and analytics for increased strategic impact.
3. Changing demographics and a clear focus on D&I – Inclusion should be a key element of organisational strategies going forward and people professionals will be important drivers of change and improvements on equality, inclusion and diversity, in their organisations.
4. Diversifying employment relationships – People professionals will play a crucial role in supporting line managers to fairly and effectively manage hybrid teams with different work schedules and working arrangements, such as contract and gig workers, those in portfolio careers, as well as employees working part-time and remotely.
5. Sustainability, purpose and responsible business – There is increased demand from employees, regulators, investors, customers and consumers for a more values-based, purpose-driven approach to business. People professionals can be at the heart of organisational purpose and champion responsible people management practices.

 

Thinking Beyond the 2020 Crisis

 

Peter Cheese, Chief Executive of the CIPD, commented on the results:

“2020 has been a monumental year for the people profession and for many organisations it has highlighted the importance of the profession and function like never before. The demands placed on our profession since the pandemic began have never been greater and we have seen many teams and individuals rise to the challenge. There are a number of urgent priorities for HR teams in the short-term, not least the many adaptations to working practices, wellbeing, skills and diversity and inclusion, but we must still be thinking beyond the current crisis.

“The CIPD is committed to supporting the profession to position for positive impact and growth in the future of work, and will equip people professionals with the tools and resources they need to thrive and influence the direction of their organisations for the better.”

Picture: a photograph of three people walking together along a pavement

Article written by Ella Tansley | Published 04 December 2020

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