{"id":68988,"date":"2021-04-26T10:10:19","date_gmt":"2021-04-26T08:10:19","guid":{"rendered":"https:\/\/www.sage.com\/en-za\/blog\/?p=68988"},"modified":"2026-01-29T17:27:19","modified_gmt":"2026-01-29T15:27:19","slug":"developing-the-hr-skills-required-for-tomorrow","status":"publish","type":"post","link":"https:\/\/www.sage.com\/en-za\/blog\/developing-the-hr-skills-required-for-tomorrow\/","title":{"rendered":"Developing the HR skills required for tomorrow"},"content":{"rendered":"
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\n\t\t\t\n\t\t\t\t\"\"\t\t\t\tMarvin Opperman<\/span>\n\t\t\t<\/a>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n

Have you improved your HR skills recently?<\/p>\n\n\n\n

With seismic changes in the world and workplaces lately, it\u2019s no surprise that HR and People leaders have been challenged in new and extraordinary ways.<\/p>\n\n\n\n

From moving to a 100% remote workforce and responding to real-time events to find new ways to keep employees healthy, happy and engaged, there\u2019s no doubt that HR is under pressure to step up.<\/p>\n\n\n\n

Now is the time to take stock. Sage\u2019s research report, The Changing Face of HR, found that massive changes were afoot even before COVID-19, and HR was playing a crucial role in leading change in organisations while also evolving as a function.<\/p>\n\n\n\n

Ultimately, the research found that HR is changing. In the 1980s, it was Personnel. Then Human Resources. Now, it\u2019s evolving into a People function, with new responsibilities and opportunities for HR leaders in today\u2019s transformative world of work.<\/p>\n\n\n\n

This article uncovers what these changes mean for HR leaders, what skills are required to get ahead, and what tomorrow\u2019s People leader looks like today.

\n\tDownload your free copy of The People Team of Tomorrow<\/a>\n<\/div>\n<\/p>\n\n\n\n

How People analytics is changing HR<\/h2>\n\n\n\n

Seventy-six percent of HR leaders identified People analytics as a vital skill for the future.<\/p>\n\n\n\n

Analytics has become critical to People leaders as they navigate uncertainty while enabling HR to become a valued, insight-driven leader in the boardroom.<\/p>\n\n\n\n

From adapting to shifting priorities to using workforce visibility for resource planning, HR teams who have had People analytics at their fingertips have provided immeasurable value at a time when leaders need it most.<\/p>\n\n\n\n

Before the pandemic, only 26% of HR leaders were using People analytics, despite widespread recognition of its importance in decision-making and directing strategy. Effective People analytics goes far beyond simple analytics; it\u2019s a way to gain actionable insights to identify solutions to People challenges.<\/p>\n\n\n\n

Effective People analytics solutions apply data-driven approaches to improving how you manage and engage your workforce. It\u2019s about understanding the people in your company and creating actionable insights to make better, evidence-based decisions for your business.<\/p>\n\n\n\n

Currently, sales, marketing, and operations use data to plan and measure objectives and to show the value of their contribution to the business. It needn\u2019t be any different for HR and its People team. They are, after all, responsible for the company\u2019s biggest asset \u2013 its people. The C-suite expects insightful decision-making, and the People leader of tomorrow can provide this confidently and seamlessly.<\/p>\n\n\n\n

What does the future of People analytics look like?<\/h2>\n\n\n\n

There are five steps to better workforce visibility that form the basis of most organisations\u2019 People analytics journey:<\/p>\n\n\n\n