University of Twente Student Theses


The future of HRM: an analysis of the symposium 'back to the future'

Balvers, C. (2016) The future of HRM: an analysis of the symposium 'back to the future'.

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Abstract:Nowadays, the HRM field is changing a lot. For organizations and researchers, it is of great importance to keep track of these changes in order to respond adequately to them. Within this master thesis, insight is created in the expected future of the HRM field. The goal of this study was to critically look at the data of the symposium ‘back to the future’ and to describe what is expected of the future of HRM, so that organizations and researchers can respond to this. During the symposium ‘back to the future’ the participants brainstormed using the World Café method, which enables large groups to think together in a constructive way. The themes ‘doing HR without HR’, ‘HR analytics’, ‘from I-nnovation to WE-nnovation’ and ‘smart HRM’ were discussed during the day. The outcomes of the symposium were coded and analyzed. In addition to the outcomes of the symposium, interviews with scientific and business experts were held to expand the research and to broaden the amount of knowledge per theme. It was found that a few concepts seem to be important when considering the future of HRM. The most recurring concept is technology. Technology will cause most of the changes in the HRM of the future. In the first place, technology will lead to more standardization. It is of great importance in the future to consider how tasks and responsibilities should be divided. Who is responsible for what? And if there will be less human resources, should HR still be a separate function in organizations or is that no longer necessary and can the function be subdivided? Secondly, due to the standardization and automation caused by more advanced technology, there will be a growing amount of available data, that can be used for several purposes. In the future, the data that will be used for HR analytics and for datafication should become more accurate than it is nowadays. HRM practices could be used to support the accuracy of the available data. Another theme that is considered important in the future of HRM is employee-driven innovation. In order to stimulate this more, organizations should create a learning organization in which employees feel supported to come up with ideas, they should think about team composition and they should set the right context. Based on the findings in this study, organizations can prepare themselves for the future. In order to do so, they have to be aware of the changes and improvements in technology that arise. When they are aware of what is changing, they can decide which consequences this will have within their organization and respond to this in an adequate way.
Item Type:Essay (Master)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:85 business administration, organizational science
Programme:Business Administration MSc (60644)
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