Every year, Deloitte conducts an extensive study on the emerging and prevailing trends in human capital and the future of work. Each year, the post we write on our HR blog about that report is always one of the most popular. In 2020, the Human Capital Trends Report highlights an intensifying combination of economic, social, and political issues impacting HR and business leaders. These factors continue to put pressure on businesses to operate in a more socially oriented manner (a continuation of 2019's trend, which we covered in a previous HR blog post), and to reinvent their organisations around a more ethical and human focus. Let's take a look at the highlights of this year's report and discover the HR metrics that matter in 2020 and beyond.

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Our last post about the Digital Transformation of HR made it clear that no organisation, business, government or NGO, will be able to realise a successful digital HR transformation without putting people first and having those people onboard and committed to the process. Many of you know from experience that when things change too fast, or the change management process doesn't take into account the individuals impacted by change, (as well as their concerns), this can be a recipe for failure. From a broader perspective, a poorly executed change management process can potentially result in organisation-wide resistance, which is a disastrous outcome for the business. As the way we work makes it more possible for the HR department to make the transition from an overhead towards being a revenue generator, and as HR best practice continues to transform, we pose the question: 'Can technology transform HR from cost centre to profit centre'?

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Digital transformation isn't just ubiquitous, it is ultimately unavoidable and quickly being absorbed into HR best practice. Twenty years from now, few aspects of the world of work will have escaped the digital revolution. But what exactly does it mean for HR, and how can such transformation be successfully implemented, both within the HR department and organisation wide? What we're really talking about here is a change management process. A process which HR Professionals and business leaders are often being called on to execute in a new and constantly shifting context. Not since the third Industrial Revolution has there been such a significant change in the way we work, meaning that lived experience of this type of quantum leap in workplace practices simply don't exist in boardrooms and leadership teams. That's why resources such as i-Scoop's 'Online Guide To Digital Business Transformation' are so valuable. The guide offers a highly educational deep dive into what digital transformation is, what it requires of businesses, and how to implement such transformation successfully. 

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