How HR should prepare for the future of work
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Right from how we organize work to how we execute work, technology is changing the world of work. Companies are innovating new business models in light of the gig economy and the cloud. They are also transforming themselves by investing in emerging technologies like AI, ML, IoT, Blockchain etc., From a workforce perspective, employees are more mobile, global, and diverse than ever – and in some cases, robots are working side-by-side with humans.
Technology adoption and workforce expansion are the key drivers of the future of work.
The key characteristics of the future of work are automation, predictive intelligence, pattern and anomaly detection, work anywhere (mobile), “efficient agility”. In short, the future of work depends on three broad areas i.e FOW: “F – Flexibility or Freedom to work from anywhere at anytime, O- On the Job, W-War of Talent”.
The role of HR
The future of work will create unique challenges for HR professionals as it is going to be the combination of artificial intelligence and augmented reality where both human and technology work together along with technology will enable the worker to work from anywhere and anytime.
- Organizations need to re-conceptualize work not as a distinct disconnected task laid in the predefined process but as a collaborative problem-solving effort where human and machine work together to achieve results which they could not achieve alone.
- Continuous learning and development would play a major role in leveraging human qualities of social and critical skills. Those who actively redefine and reskill their organizations will capitalize on growth opportunities and thrive.
- Adopting a new mindset, driving new methods, and embracing new technologies. Individuals and Organizations who would need to master both technical and social skills would lead the way in the future of work
- HR Professionals need to proactively devise the strategy to deal with this massive change by re-engineering & automating the business processes and redesigning the work for technology & learning.
Using technology solutions
Aligning your strategy with the right technology partner will not only accelerate your business objectives, it will also help you re-look at your strategy.
Leading players are investing in adaptive intelligence (including AI, Machine Learning, IoT, AR, VR, Blockchain etc). For example, Oracle’s HCM Cloud solutions can recommend certain roles to employees; it can suggest learning that might be a good fit for the person, and can predict whether or not a person is a top performer or potential flight risk to your company saving you millions of dollar, recommending the best candidate for a job or predicting the likelihood that someone will accept an offer saving time, but more importantly finding the right talent to drive the business.
Decision science is used to provide analysis of scenarios and recognize patterns and anomalies that influence process outcomes. Incorporation of vast amounts of data via IoT and other data inputs to improve data domains and produce better benchmarks. Chatbots are embedded in the context of scenarios that users are accustomed to experience. And the generation of recommendations or automation of processes (RPA) once the desired outcome is identified.
There is worry about job losses whenever any new revolution takes place in the industries. But it is useful to remember that whenever such kind of revolution taken place, it has always created more jobs than jobs lost. The only difference has always been that it has created more skilled jobs than manual jobs and forced organizations to train employees on upcoming skills for the betterment of both employees and organization.
This time too, with the evolvement of advanced technologies like artificial intelligence, machine learning, robotics, blockchain etc, and FOW – Flexibility, O- Outstanding / Org Change with diverse culture W-War for talent work in the future will apply efficient technology to business processes to arrive at better outcomes.