Next Gen HR .
In our "Next Gen HR" campaign, we speak with leading HR experts about the skills the next generation of HR professionals will need. Rianne Schrama - Blom, Global Senior Director HR at SKIM Group, shares her insights on HR’s changing role, the rise of technology, and how HR departments should respond to new expectations within organizations and broader society.
Read the interview below, where Rianne shares her perspective on the key trends and skills shaping the future of HR.
What are the biggest developments influencing HR? .
“What we’re seeing worldwide is a lot of uncertainty at every level,” Rianne explains. “Political, social, economic, and climate-related developments all have a major impact on people and organizations. Nowadays, people often expect companies to take a stance on social issues. As a company, you need to handle this very carefully.”
Rianne emphasizes the importance of creating space for dialogue within organizations. “At SKIM, we’re setting up a ‘sounding board’ where employees can discuss various topics and perspectives. This helps create stability, especially during times of societal unrest. It also enables the organization to truly understand what’s going on and where extra attention is needed.”
How does the collaboration between people and technology impact HR? .
Both in HR and in business operations, people and technology will become even more closely intertwined. It’s our job to work with the business to shape this human-technology collaboration effectively. What kind of people do you need for this? And how can we structure our organization so that technology truly helps us and our customers move forward?
This also reflects Rianne’s belief that HR cannot succeed by placing HR technology in a separate expertise center. “Technological skills should be present in all HR professionals. It shouldn’t be limited to just a small team. If everyone has a basic understanding, they can better identify opportunities for optimization and leverage technology to enhance HR operations.”
What new skills are needed to make an impact in HR? .
Rianne is clear: tomorrow’s HR professionals need a broader skillset. “HR is often still seen as a purely ‘people-focused’ function, but that’s no longer the case. HR work has become more diverse, and so the people and skills within HR need to be diverse as well. For example, someone with a data background can add tremendous value to an HR team.”
She also highlights the rapid pace of change as a key challenge. “HR needs to learn to adapt quickly. ‘Learning agility’ is an essential skill because everything is constantly evolving. By being adaptable, HR can gain the trust of the business and become a natural part of strategic discussions.”
What are the biggest challenges in talent management? .
According to Rianne, one of the biggest challenges in talent management is the speed at which people want to develop. “Younger generations often strive for more and faster – the perceived ‘makeability’ of life is reflected in their careers. But that’s not always realistic. Talent needs time to develop properly.”
She stresses the importance of trust and patience in talent management. “People should have the space to follow their own path and feel confident that things will work out, even if everything isn’t perfect right away. HR plays a crucial role in providing stability and guidance. Only then can we ensure sustainable growth and employability of talent.”
With her insights, Rianne illustrates how HR is shifting from a supporting function to a strategic core within organizations. She highlights that HR professionals should not only focus on people-oriented skills but also on technology and data, while continuously learning and improving.
Curious about the skills your HR department needs to take the next step? Want to discuss how to implement these skills within your organization?
Contact Dennis Spier to participate in our research and contribute to the Next Gen HR campaign. Together, we’ll create a future where HR makes a real strategic impact!