The Youngstown State University (YSU) online Master of Business Administration (MBA) with a Specialization in Human Resources program prepares emerging human resources (HR) leaders with the expertise to leverage the latest trends and practices in the field. This program goes beyond traditional HR management education and turns graduates into strategic partners who can effectively align with and support organizational goals.
From data-driven decision-making to employee engagement, workforce design and identifying the characteristics of high-performing teams, students learn the critical aspects of HR management in YSU’s program. Here are six of the most important trends in HR leadership:
1. Change Management Capabilities for an Accelerating Pace of Change
A pandemic, wars, natural disasters, political upheaval and technological revolutions have shown that unforeseen circumstances can disrupt even the most well-established organizations. Enter change management: a systematic approach that addresses changes in an organization’s goals, processes or technologies to maintain control over transitions, implement change strategies and help individuals adapt with minimal disruptions.
Effective human resources leadership during periods of transformation is crucial. The following behaviors are pivotal in ensuring successful transitions:
- Embracing digital adoption platforms to facilitate change
- Identifying and empowering managers and early adopters as change agents
- Integrating change into a company’s culture
- Adopting a data-driven approach to change management
2. Improving the Employee Experience With People Analytics
According to Deloitte, 71% of companies have embraced people analytics to drive performance improvements. In essence, people analytics involves collecting data on human capital and employee performance and translating this information into actionable insights that HR can use to enhance business performance and the overall employee experience.
Utilizing data, companies delve into employees’ opinions and personal lives, refining engagement strategies and experience offerings. Data analytics enable personalized onboarding programs to make new employees feel valued and supported.
Looking ahead, organizations aim to redefine employee experiences, engagement strategies and benefits packages using people analytics. New priorities will include benefits like employee well-being, paid time off, assistance programs and mental health support services. Companies are also shifting from offline to online experiences, with virtual team-building events, fitness classes and mindfulness sessions becoming increasingly popular.
3. Work Flexibility and the Hybrid Model
The pandemic forced a profound transformation to the hybrid work model. This flexible blend of in-office and remote work is no longer an experiment — it is now a permanent fixture. A remarkable 74% of U.S. companies are either currently implementing or planning to establish a permanent hybrid work model, according to Zippia.
This adaptable model covers several arrangements, from part-time and full-time remote work to flexible working hours. Both knowledge workers and frontline employees desire the flexibility to determine when and how they work. Achieving this transition demands a cultural shift within organizations: one characterized by trust and the willingness to redefine work-life boundaries. The benefits for employers include improved talent acquisition and retention by granting workers their ideal work-life balance.
4. Expanded Employee Wellness Programs
The prioritization of employee wellness programs has become a pivotal strategy for companies looking to enhance productivity, reduce employee turnover and boost client satisfaction. Enter “the healthy organization“: a holistic and inclusive enterprise-wide approach to well-being. These wellness initiatives encompass various facets, acknowledging that employees who feel well perform at their best.
Financial wellness programs can include offerings such as tuition forgiveness and access to financial planners. Physical wellness initiatives may involve on-site workout facilities or discounts on gym memberships. Mental health wellness programs encourage open communication between supervisors and peers, provide access to telehealth professionals and allow more sick or rest days. Social wellness initiatives often include employee engagement platforms, fostering a sense of community and connection among employees.
5. Skills-Based Hiring
Skills-based hiring has emerged as a transformative trend in the job market, experiencing a remarkable 63% increase in the past year, according to Forbes. This shift underscores a growing appreciation among employers for practical skills and experience over traditional academic qualifications.
Beyond its implications for talent acquisition, skills-based hiring holds the potential to break down career and salary barriers for a significant portion of the U.S. workforce, including the two-thirds of adults without a bachelor’s degree. For employers, this approach widens the talent pool, accelerates the hiring process and fosters greater diversity of thought within the workforce.
Skills-based hiring broadens the pool of external candidates and creates new avenues for career advancement for existing employees. This shift enables workers to pursue educational pathways tailored to specific industries and the skills required to excel in them. In essence, skills-based hiring revolutionizes the recruitment landscape, placing individuals’ capabilities at the forefront and enabling companies to align their workforce with the dynamic demands of modern industry.
6. Diversity, Equity and Inclusion (DEI) Initiatives and Programs
In recent years, diversity, equity and inclusion (DEI) initiatives have gained significant prominence. Companies have realized the positive impact of diverse teams on business innovation, profitability and overall team morale. Research has shown that businesses with highly diverse workforces report up to 19% higher revenues than those with low diversity levels, per Boston Consulting Group.
Looking ahead, we can expect several key developments in DEI. These include redefined hiring strategies — with an emphasis on diversity sourcing, blind hiring processes and AI-powered candidate screening — to foster diverse talent acquisition.
Companies are also taking proactive steps to address biases and promote inclusion among employees through education initiatives. Data-driven decision-making is becoming pivotal, with people analytics crucial in setting measurable diversity goals and creating inclusive workplaces through actionable insights.
How an HR Degree Can Help
Youngstown State University’s online MBA in Human Resources program is designed for aspiring HR leaders seeking to be at the forefront of industry practices. With a curriculum that prioritizes the above trends and more, graduates are exceptionally well prepared to navigate the evolving HR landscape with confidence and expertise.
Learn more about Youngstown State University’s online MBA with a Specialization in Human Resources program.
