🌐 CAFÉ 137 - TENDÊNCIAS DE RH PARA 2026 E 2028

Summary

This video discusses the key trends shaping Human Resources (HR) over the next 3-5 years, focusing on automation, artificial intelligence (AI), and the increasing employment of older workers. The speaker explores how automation will streamline HR processes, how AI will revolutionize decision-making and training, and how businesses will adapt to a workforce with more professionals aged 40-60. Challenges for HR professionals include balancing technology with human interaction, ensuring data-driven decisions don't overlook employee well-being, and accommodating generational differences in work preferences. The video offers insightful predictions and strategies for HR's evolving role.

Takeaways

• 😀 Automation of HR processes is already a reality and will continue to accelerate, especially in medium to large companies with multiple units across Brazil.
• 😀 HR professionals will need to focus on automating transactional processes first, such as data collection and performance analysis, to improve decision-making and data consistency.
• 😀 The automation of HR processes will serve as the foundation for future trends, allowing HR to become more data-driven and strategic.
• 😀 HR automation is being implemented in stages, from mapping processes to incorporating data analysis for better decision-making based on facts and figures.
• 😀 The role of HR professionals will shift as they focus on analyzing data generated by automated systems to make better-informed decisions about employees.
• 😀 One of the challenges of HR automation is balancing the rationality of data-driven decisions with the human impact, particularly in sensitive areas like layoffs or performance evaluations.
• 😀 Artificial Intelligence (AI) in HR is still in its early stages but will grow in importance in the next three to five years, particularly in personalizing employee training and career development.
• 😀 For AI to be effective in HR, companies must first automate HR processes and ensure data quality, as AI's effectiveness depends on good data input.
• 😀 AI will be instrumental in analyzing large sets of data to identify trends, improve training efficiency, and personalize development programs based on individual needs and preferences.
• 😀 The trend of hiring older professionals (40+, 50+, 60+) will increase as companies seek experienced workers who are more adaptable to traditional work models, especially as younger generations struggle with more rigid, in-office work structures.

Q & A

What are the three main trends in HR for the next 3-5 years discussed in the video?

The three main trends discussed are: 1) Automation of HR processes, particularly transactional ones; 2) The increasing role of Artificial Intelligence in HR functions such as data analysis and personalized learning; and 3) The inclusion of older professionals (40+) in the workforce, driven by changing work models and generational preferences.

Why is automation in HR becoming a standard practice for many companies?

Automation in HR is becoming standard due to its ability to streamline processes, reduce human error, and ensure consistency across different locations. The pandemic accelerated the shift, and companies of medium to large scale, especially those with multiple units, are adopting digital HR systems for better data integration and decision-making.

What are the five stages of automating HR processes?

The five stages of automating HR processes are: 1) Mapping and identifying processes that can be automated; 2) Implementing automation tools and systems; 3) Analyzing the data generated by automation; 4) Turning data insights into actionable plans; and 5) Incorporating automation into the HR function, making decisions data-driven and more objective.

What is the main challenge HR professionals face with automation?

The main challenge is balancing automation with the human aspects of HR. While automation provides efficiency, it could make HR decisions seem too mechanical and devoid of empathy. HR professionals need to find a balance between data-driven decisions and understanding the emotional impact on employees.

How does Artificial Intelligence (AI) help HR departments?

AI can assist HR departments in analyzing large sets of data quickly, identifying patterns and trends, personalizing employee learning and career development, and improving decision-making. It allows for more targeted training and performance management, contributing to a more efficient and customized HR function.

Why is the adoption of AI in HR expected to be gradual over the next 3-5 years?

While AI has great potential, its widespread adoption in HR will take time. It requires significant investment in data systems and understanding of machine learning processes. Additionally, many HR departments may not be ready to fully integrate AI into their systems in the short term.

What are some practical challenges HR will face with the use of AI?

HR professionals will need to understand the basic principles of machine learning and data analysis to properly incorporate AI into HR operations. Additionally, they will need to manage the balance between machine-driven decisions and the human factors that influence employee satisfaction and performance.

What impact will the inclusion of older professionals (40+) have on HR practices?

As older professionals are reintegrated into the workforce, HR will need to adapt to their specific needs. This includes adjusting benefits packages, offering training suited to their career stage, and ensuring workplace culture is inclusive. The shift also requires HR to address legal and compliance challenges related to age and retirement planning.

What are the key challenges HR faces with hiring older professionals?

The challenges include adjusting compensation and benefits packages for older employees, addressing generational work model preferences (such as a desire for remote or hybrid work), and ensuring that training and career development opportunities are appropriate for older workers. Additionally, overcoming potential age-related biases and managing intergenerational differences in work culture will be crucial.

How can HR professionals prepare for the coming trends of automation, AI, and older workforce inclusion?

HR professionals should invest in upskilling, particularly in data analysis, programming, and understanding AI principles. They should also focus on creating inclusive HR practices that support a diverse, multigenerational workforce. Furthermore, staying informed about technological advancements and continuously adjusting HR strategies to meet evolving needs will be key to successfully navigating these trends.