The World Economic Forum has published it's Future of Jobs Report. Hrpro.be was through its membership of the European Association for People Management (EAPM) a partner of this research. We have obtained a report for the Belgian Economy. But here you can find the general consluions of the global report. Broadening digital access is expected to be the most transformative trend – both across technology-related trends and overall – with 60% of employers expecting it to transform their business by 2030. Advancements in technologies, particularly AI and information processing (86%); robotics and automation (58%); and energy generation, storage and distribution (41%), are also expected to be transformative. These trends are expected to have a divergent effect on jobs, driving both the fastest-growing and fastest-declining roles, and fueling demand for technology-related skills, including AI and big data, networks and cybersecurity and technological literacy, which are anticipated to be the

Researchers from Louvain and Groningen conducted an in-depth review on evidence-based HR practices, providing valuable insights into how HR professionals can strengthen their decision-making through evidence-based management. The study highlights three key areas of focus for HR leaders: Effective Methods for Evidence-Based Management Critical Skills for HR and Business Leaders Bridging the Gap Between Research and Practice Methods to use in an EBHR approach A wealth of high-quality evidence is available to support effective HR practices, including meta-analyses, systematic reviews, and controlled evaluations. To implement evidence-based management effectively, HR professionals should utilize rigorous methods such as: Systematic literature reviews Quasi-experimental designs Evidence-based problem-solving cycles Evidence-based management framework. By adopting these practices, HR can ensure that decision-making is driven by data, not intuition, and remains aligned with organizational obj

A happy employee is a productive employee, right? While it sounds logical, scientific studies show that while job satisfaction is important for employee well-being and other outcomes, it is only weakly related to performance. This may come as a surprise, but it illustrates why scie ntific research is so valuable in HR decision-making. In this article, we’ll outline four straightforward steps to help you find and use scientific research in HR decisions, along with some useful, free resources to help you along the way. Obviously, science isn’t just lab rats and cool laser experiments. It’s a way of thinking that aims to collect information in a systematic way, so that we can explain and predict things that happen around us. Looking at science is relevant for your HR job Scientific research in fields like management, organizations, and psychology sheds light on HR topics such as: Recruitment methods that best predict the performance of a new hire Characteristics of training that make it m

Text by Edward Van Houtte & Iulia Cioca Evidence-based HR (EBHR) is a way to make people decisions in organizations. It’s a day-to-day practice of using the best available evidence and looking at it with a critical eye, to inform HR decisions. By practicing EBHR, your decisions are more likely to achieve the results you expect from them. Questioning Your Evidence What about you and your last decision at work? Are you confident the process and the outcome were good? What if there’s a better way of making HR decisions that makes it more likely to actually get the results you expect? Let’s learn to expect the unexpected. You might be thinking: “So, what’s wrong with my decision-making methods? I’m pretty happy with how most of my decisions turn out.” You might be, but researchers have looked at how decisions are made in organizations, and their conclusions are not so optimistic, namely: decision-makers use whatever evidence they have at hand, without asking themselves where it comes from