HR departments today are burdened with a record number of administrative tasks, but they hope to gain space for strategic action through automation, analytics and artificial intelligence. Is this the new face of HR?
Sage Study (2024)
Managing hybrid teams, caring for people in times of uncertainty, and resource planning are the everyday reality of HR departments today. It is not surprising, then, that 95% of HR leaders declares that in the last year their scope of responsibilities has expanded significantly. What's more, 91% admits that the increasing workload translates into longer working hours and a feeling of constant “lack of time”. In the face of these challenges, however, there is hope - 77% of HR professionals believes that AI and modern technological tools can transform the way they work, removing the burden of routine tasks and allowing them to focus on strategy and supporting people, which has always been at the heart of the profession.
As Amanda Cusdin, HR Director at Sage, notes, despite increasing workloads and challenges, HR professionals still remain “unstoppable.” In the study, as many as 78% of leaders admitted that despite burnout and overburdened with responsibilities, they still feel strong and motivated. Why? Because HR is a profession chosen for the need for change and the desire to have a real impact on people and organizations. It is the passion to support employee development, build a healthy culture and create spaces where people can thrive that makes working in HR a sense of meaning and satisfaction.
Eight Surprising Statistics About Burnout in HR
Research shows that HR is at a tipping point. As we mentioned above - until 95% of HR leaders says directly that their work is overwhelming, and more than 80% regularly feels stress and burnout. Added to this are limited resources − 90%indicates that budgets are too small, and 89% for the shortage of people in teams. It is not surprising that until 73% departments focus more on processes than on people, which contradicts their original mission. On the other hand, only 9% HR function can today be considered really effective and well suited to business strategy. The situation is further complicated by the lack of confidence in the adaptability of employees, because only 39% They are ready for change, and only 19% of HR directors They believe in the flexibility of their teams. As a result, only 28% of organizations develops competencies fast enough to keep up with the market. These eight statistics paint a disturbing picture; HR operates under enormous pressure today, balancing between rising expectations, limited resources and the need to constantly support employees.
What is a job in HR? Advantages, disadvantages, responsibilities Working in HR is a profession that requires great versatility and flexibility, in which a daily balance is made between the support of people and the achievement of the strategic objectives of the company. On the one hand, research shows that HR has come under enormous pressure: 95% of HR leaders find their work overwhelming, and more than 80% experience regular stress and burnout. Limited resources further complicate the situation, with 90% of respondents pointing to too small budgets and 89% to a shortage of staff in the teams. This often leads to a focus on processes at the expense of people - as many as 73% of HR departments focus more on administration than on employee support, which contradicts the HR mission. In addition, only 9% of HR functions can be considered fully effective today, and many organizations lack employees prepared to adapt quickly, which increases the burden on HR departments.
At the same time, working in HR offers many opportunities for development and satisfaction. In smaller companies, the HR specialist often acts as a “man-orchestra”, dealing with, among other things. employee acquisition (94%), internal communication (75%) and organization of company events (78%). Other duties include recruitment of new employees, management of departures (66%), human resources and wages (57%) and motivation and wellbeing (56%). As Urszula Zzajc-Pałdyna emphasizes, “HR people have many skills and competences, they adapt to the changes that we encounter both in organizations and in their environment. It is important that we demand not only of ourselves, but of others in the organization.”
In large companies, on the other hand, responsibilities are more specialized. HR managers are usually responsible for up to 5 areas, most often including recruitment, onboarding and employer branding and development activities. Such a division allows you to focus on the quality of the processes carried out and develop deeper expertise in specific areas, which can reduce burnout, but reduces the variety of everyday tasks that many HR professionals value in smaller organizations.
summary
Working in HR is therefore a constant balance between challenges and satisfaction. On the one hand, heavy workload, multitasking and pressure can lead to burnout, on the other; being able to influence organizational culture, support employee development and shape the company's strategy gives a sense of meaning and a real impact on the environment.
Sources:
1. https://www.sage.com/en-gb/human-resources/resources/hr-trends/
2. https://www.linkedin.com/feed/update/urn:li:activity:7369810520037658626/
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