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Words like agility, agile workforce are no longer alien to the business world. Organizations today understand the importance of changing and adapting to the changes in the work environment. As per an Accenture report, the key to workforce agility lies in a strategy that puts people first, enabled by technology. So, more power to people
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When you consider what the workforce was like just 10 years ago, it’s hard to believe how far we have come. A little over a decade ago, the first iPhone was introduced, gradually becoming the default tool for our “always on” work world. Broadband connections were starting to become household mainstays—foreshadowing, and facilitating, the rise in remote and contract work.
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On June 7, 2018, I gave a presentation about “HR trends and the opportunities for learning organisations”. I tried to cover 18 trends in 45 minutes, and as the beamer lost connection a couple of times, the actual presentation time was less. I realise it was probably a bit too much for some people in the audience to digest, at the end of a long and intensive conference day. For the audience of last week, and for all others who are interested in the subject, I prepared a summary that can be digested as slow or fast as you want.
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Artificial intelligence (AI) as we know it today is still in its infancy stages. It is yet to fully make its way into society to the point where AI is an integral part of everyone’s everyday life. At this point, it still remains to be seen whether the future is a world where AI is the key to enabling people to live happier, more productive lives or it hurts society more than it helps.
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With the volume of work today’s HR professionals must manage, being an HR department of one can be daunting. Learning how to juggle everything on your plate takes time and experience, but having the right practices and HR technologies in place can also make flying solo less overwhelming.
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Rewind the clock by 30 years and let’s visit the world of HR in the late 80s.
What do you see?
Employees working. Managers managing. Communication mostly comprised of insincere compliments passed from the workforce to the top management.
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History books are replete with stories of innovators who, through their own ingenuity, changed how the human species operates. In the business world, innovative department leaders can have a commensurate effect on their organizations. However, like many of the famous innovators throughout history, department leaders often must accomplish their great work without the support they deserve.
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How would you like to reason out with a robot on a pink slip or detail your harassment complaint to a chatbot. This is the scenario that is being envisaged by many experts in both technology and business. In line with the technological revolution underway, HR teams increasingly have activated new ways of partnering with business, socially engaging with employees, moving beyond traditional reporting and operations.
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Competitive advantage is sought by many executives, for instance, some executives, concentrate on HR strategies, and argue that firms are entities that must manage people in order to enhance competitive advantage. An example of this is when Jamie Diamond left Citigroup to head up J.P. Morgan in the 2013, he was paid 20 million dollars to not take any people with him to J. P. Morgan for three years.
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