Whilst 2011 was a tough year for many industry sectors and functional roles, HR remained relatively strong due to increased focus on L&D and change management.
Highlights for 2011 included:
• 2011 saw a growth in L&D and change management roles as investment in people was seen as key to growth during economic uncertainty.
• HR generalists with strong commercial skills were in demand, allowing for streamlining of HR roles and, from HR managers to HR business partners, the HR role became more strategic as business requirements evolved.
We expect a degree of uncertainty to remain throughout 2012 driven by lower confidence in certain markets that will ultimately affect the UK and continued focus on international roles. Key predictions include:
• In 2012 we expect to see technology companies seizing the opportunity to satisfy consumer convenience and entertainment as well as business’ appetite for driving efficiencies. As a result it is anticipated that newer or start up technology businesses will be best placed to capitalise and this could drive fresh demand for HR professionals.
• With businesses running so leanly at the moment, we anticipate that, as new budgets get released, there will be rising levels in recruitment throughout 2012. Specialist areas of the progressive agenda such as talent, leadership development, organisational learning and development and resourcing are expected to be in demand going into the second half of 2012 as a result.
• As both established companies and new ventures offering B2B services or real expertise continue to explore international markets we expect opportunities to be created for internationally experienced HR professionals. This could also lead to more buoyancy in the job market at HR director level where hiring is focussed on bringing in those with strategic clout and a long term view.
How do our predictions stack up against yours?
Tell us what you expect to see from an attraction, retention or talent management point of view within HR during 2012 in the comment box below:
