Theworkplace is converging, and so do future skill and talent requirements. Todayauto industry is hiring more electrical and 3D printing engineers than hardcoremanufacturing or mechanical engineers. Google is strengthening hardwarecapabilities further – recently paid $1.1B to acquire 2,000 HTC engineers.Irrespective of the industry and size, Business Intelligence and cloud skillsare becoming a norm.
It’s a new world with new rules. What does this agilebusiness environment mean for Human Resources? – The digital workplace will beproductive with the congruence of HR, IT, Finance, and Real-estate, to deliverthe experience that intelligent offices are expected to provide in the future.Workplace as a service is the reality and will become the norm soon.
– Robotics Process Automation is taking overthe mundane tasks, while analytics will get embedded in the operations,streamed directly to the handheld devices of senior leaders, and that too inthe integrated and at the enterprise level. Likes of Alexa in the corporateswill be the “creative destruction” in making HR contact centers a capability ofyesterday. – Talent acquisition efforts will gohyper-local especially to attract passive talent – a fusion of art, science,and technology.
Employer brand built on leadership, purpose, and employeewell-being, will be the critical factors that future employees will considerbefore taking the plunge. The disruption is so-fast that Talent-barter systemwill take the front-seat to meet the company business needs and employee’s workpurposefulness. This dynamics will force to relax the labor laws further. – Learning & development will take thefront seat to keep the workforce future ready. A conventional Learning &Development function will not be able to match the speed of the change in theindustry. Hence, a new stream of training organization will evolve asLearning-As-A-Service, bringing cutting-edge channels like VR/AR which willtake precedence over traditional training channels. – Talent attracts talent hence employeeengagement through Purpose of the work will become one the critical drivers forTalent acquisition and retention. However, business leaders will be thechampions of employee wellbeing and employer brand than HR.
It’sevident from the above that HR is disrupted and will not exist for the purposeit does today. HR has to find a new avatar – an enabler to CEO’s businessobjectives and a true workforce consultant to the organization – be it adigital, employer brand, talent attraction, development, and retention. Theindustry will witness a birth of a “new” function with a motto “People First”where Leaders will lead from behind, agile to the core, technology-led, andbusiness outcome focused.
