By Allison Philips
Senior Copywriter and Edge Contributor
The COVID-19 pandemic radically upended all aspects of daily life. But even before the pandemic struck, many organizations were already bringing a sharper focus to the impact that human resource (HR) experts bring when they spearhead group initiatives within the workforce.
HR continues to evolve at a rapid pace despite the ongoing ravages of the COVID-19 pandemic and the persistent economic downturn. Demand for HR professionals remains high and is predicted to stay that way for the foreseeable future.
Employment of human resource managers is projected to grow 7% by 2028, faster than the average for all occupations (5.2%). That translates to about 14,400 projected job openings annually.
New HR Management Degree Is Now Available
Whether your interest lies in being a generalist, a specialist or a strategic leader in human resources, American Public University (APU) offers a new online bachelor of arts in human resource management.
“HR professionals can earn a B.A. in human resource management at APU while studying with our strong faculty who are or were practitioners in the field, and provide real-life examples,” says Stacey Little, Program Director of Management. “Our curriculum features content geared toward SHRM standards including crisis management, performance, and globalization,” emphasizes Little. Students also have the option to apply for the SHRM Certified Professional (SHRM-CP) exam in their final year of study.
Remote Work Is Becoming the Norm
HR professionals are partnering with leadership to manage new initiatives such as the administration of a remote workforce. “Even senior leaders see the value of remote working. I think a lot of companies will take this into consideration because not only did they see this as a way for them to continue business, they saw where they saved money, especially in real estate,” asserts Marie Gould Harper, Ph.D., CPC, Dean of the Dr. Wallace E. Boston School of Business.
She adds, “People have embraced WFH [work from home], and they’re moving where they like to live. The hybrid model will grow—when companies bring their people back, they’re not going to have them all there at the same time.”
The Need for Upskilling and Reskilling Employees
Before the pandemic struck, HR professionals faced a host of challenges around organizational talent from employee shortages to ineffective skill sets. “When you’re dealing with the unknown, employees should be trained on a number of different skill sets so they can be interchangeable depending on what happens.” says Harper. “HR has to worry about upskilling and reskilling because now organizations are in a dilemma. They have skilled people, but they have people who may not be properly skilled to do what they need them to do in both the short-term and long-term recovery from the pandemic.”
Structural Changes to Human Resources During and After COVID-19
The fundamentals of human resource management are going to shift dramatically, Harper maintains. “Every function in HR is going to be touched by this pandemic, including employee relations in terms of laws, conflict between employees, and building up teams. As far as equity, diversity and inclusion—the EDI movement—how are you going to get people to respect diversity of thought and perspectives, especially when they’re not in the same room?” says Harper.
HR Will Become a Catalyst for Organizational Change
As we move into a post-pandemic landscape, HR will adopt new functions and capabilities. “Some really positive things will come out of this. As companies are discovering that employees can work from home quite productively, that opens up a larger pool of workers, which is good for the organization and good for employees,” asserts Little.
She adds, “HR’s strategic role is going to morph into a consulting role, one that makes change happen, lays the groundwork for fast upskilling and reskilling of workers, and ensures that organizations are proactive in the event of another public health crisis or other disaster.”
Human Resources Will Be Promoting Greater Diversity and Inclusion in the Future
As the heightened interest in diversity and inclusion shows no signs of diminishing, HR will find itself front and center with the organizational strategy around promoting diversity and inclusion. “HR has to send the message in the organization that diversity and inclusion is everyone’s job,” says Little.
Elevate Your HR Skill Sets
American Public University (APU) is committed to offering quality, affordable higher education online. As you work towards your bachelor’s in human resource management, you’ll explore blueprints for employee:
- Motivation
- Recruitment
- Compensation
- Development
You’ll also delve into pertinent rules and regulations, survey HR’s role in diversity and inclusion, and garner an awareness of leading trends.
Discover where a career in HR can take you with the online bachelor of human resource management from APU.
About the Author
Allison Philips has over a decade of experience covering education, financial services, technology, travel and healthcare industries. Her work has appeared in campaigns for clients such as AARP, Audi, Bloomberg BNA, Blue Shield, Burger King, Citibank, Marriott, Oracle, American Military University and American Public University.
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