There’s no doubt that the nature of work is constantly evolving, given the dynamic nature of business and macro environment. The advent of technology, globalization, ever-changing customer preferences, are giving rise to new ways of working, and therein, new employee expectations. The digital native employees of today demand the comfort and convenience of a consumer-like experience, not only in the face of tremendous technological innovation but also because what it means to be an employee today has fundamentally changed. Belongingness to one’s workplace has now become a central tent in every employee’s compass when they look for work. On the other hand, organizations are looking for ways to create structures that last the test of time - with flexibility being a key component, as well as learning and development, and diversity, equity, and inclusivity (DEI). Mind you, these functions have always existed within HR - though some are more recent than others, the fact of the matter is that, in the current context, the definition of each function evolves across time. For example, an L&D policy may make sense for a particular organization when they only have 20 people - but as that organization grows to 100 people, it’s likely that that process will have to change, especially considering today’s competitive business landscape.
All in all, there is a complete paradigm shift when it comes to work- all the way from the means required to work, to what is constituted as work, to how that work is done. Is your workplace ready to face this new paradigm without falling behind?
The workforce now is raring to go- what they’re looking for is an organization to give them the chance to do good work.
The time is ripe to figure out if the HR function is up for this multifaceted situation. The last decade has seen the function evolve from timekeepers and gatekeepers to coaches, mentors and culture custodians. Now there is the need to further amp up HR capabilities so they are poised to manage a workforce that has revamped potential.
Your HR function needs to be at par with your talent’s need to be recognized as bringing value to the table. The best way to ensure this is to take the same route as the talent - upskilling.
The Changing State of HR
Given the new global work context, it is inevitable that HR needs a new approach to handle issues that, although familiar, resurfaced in unexpected ways. For instance - role-readiness is something that has been a key concern across the ages. However, with the evolving business contexts and how quickly things change - whether it be employee expectations, modes of delivery, or desirable business outcomes - the key focus is now on solving business concerns across the value chain.
A good example of this is Talent Acquisition. While earlier it used to be understood that a TA professional will only help out in one part of the value chain - by making sure that there is a steady stream of candidates available - today the TA role is closer to a marketing position, where there is an expectation to provide a certain experience to the customer and to follow up regularly so that one doesn’t lose out on leads. Here, the depth of understanding of TA needs to be functional across other skills such as skill gap analysis, market pay levels, and more. Extrapolating from this to other functions of HR, such skills can only be acquired through a deep generalist understanding of how HR can help out across various functions, instead of focusing singularly on role-readiness, because the roles themselves are changing!
Considering these unique circumstances, the call today is for HR to be as broad as possible in its knowledge base, while as specific as possible in its execution. Ultimately, HR is no longer a business function that could sail by without having a concrete impact on the bottom line - the role of HR has now evolved to address several business problems, and if an HR professional wishes to future-proof their career, they need to start asking, “Which problems can I solve through my skills?” rather than “What am I supposed to do?” - because the playbook is being constantly rewritten today.
Prepare for the future with Aon’s Next Generation HR Hub
To make sure that the needs of the future can be fully met by HR professionals across the world, Aon’s Next Generation HR Hub provides an ecosystem that allows them to hone their skills and provide the most impact across various roles. Aon does it by combining its research insights, consulting experience, and capability-building expertise. As a result of this, both aspiring HR professionals and early-career HR professionals alike get access to specialized and specifically curated learning journeys that will help them
- Role and skills readiness across the areas of the entry-level roles in HR
- Learn outside the job and education program through industry-relevant content differentiating successful HR professionals
- Gain human capital insight that powers them to drive business across the globe.
This is essential ground when it comes to creating a foundation for the future of HR skills and accounts for the necessary flexibility that will be required to sustain HR initiatives in the time to come.
In addition to this, there is a deep focus on different kinds of insights and how they can revolutionize HR practices. They also expose learners to in-depth thought leadership on Human Capital, with access to insights from SMEs and how they adapt to the future of work, as well as large MNCs who are focused on adapting cutting-edge HR practices.
In short, there is a deep dive into the Industry Landscape as and when it evolves, in addition to a keen look at the Future of Work.
All of this is conducted with an intention to create a holistic ecosystem that caters to the entire experience of online education, including learning, assessment, and credentialing. Each person who enrolls can learn at their own pace, browsing through over 250 hours of HR content. The assessments, qualifications and accreditation will happen online with Accredible digital badges, and students will also get a chance to connect with industry professionals and learn through their personal experiences as well.
Get Ready for Tomorrow, Today
With an ecosystem that sets you up for tomorrow, there’s no reason to not be excited about the future. Whether you’re a new HR manager, are grappling with an HR management system, or have just started your career and want to explore this industry thoroughly, this course is ideal for you. Aon’s Next Generation HR Hub will give you the tools ready to take on the future in a manner that will put you in the driver’s seat - so you can get the results that matter.