How to Get Ready for the Future Workplace?
Digital transformation has influenced staff as much as it has affected businesses.
It's no secret that the jobs of today are rapidly evolving and the jobs that never existed before will be created in the near future. The arrival of Globalization 4.0 means that 75 million jobs are expected to be displaced in 20 major economies by 2022, according to research by the World Economic Forum (WEF).
People will have to reskill, as it will not only be challenging to hire new talent quickly enough to fill the gaps, but HR has not yet been able to recruit for these new roles. This implies that upgrading or retraining the present workforce is, in fact, a cost-effective way to deal with these modifications, while ensuring that individuals do not need to be redundant.
Digital Business Transformation
While digital transformation has been taking place for decades, some companies have not yet completed the process in its entirety, while others are just beginning. For a lot of companies, digital transformation is scary and challenging. It includes turning the traditional way of thinking about the company. It also implies introducing technology into business processes that had never earlier been deemed relevant to technology.
Check Out: Top Workforce Management Companies
How is this Affecting the Workforce?
Digital transformation has also influenced staff as much as it has influenced businesses. Learning about the basic use of social media to proper use of the digital platform is a tough job for the workforce. Employees have to learn new skills to stay updated with the latest trends.
And while many companies are afraid of the business implications of going digital, the same goes for the digital transformation of HR and its impact on the experience of employees. HR departments were reluctant to introduce tech into their employee journey because it needs proper implementation in relation to the effect on the experience of the worker and thereby producing favorable outcomes.
HR and HR tech play a role in promoting this digital transformation if accomplished correctly. First of all, HR tech should be seen as part of the experience of digital transformation, making it a holistic approach. Next, HR can bring technology at the service of individuals to assist them to remain meaningful and, through this transition, become their partner.
Where HR can Assist Individuals in Retraining Themselves
• The Performance Management Process: The strategy is changing and the objective of performance leadership today is "growth and development" helping individuals perform their function better and develop their career. Instead of being stuck in the traditional annual review process, HR can help staff align better with business objectives and generate more recognition possibilities.
• Opportunities for Professional Development and Growth in Career: HR can assist staff better identify their top abilities, weaknesses, and direction they want to go in as a direct consequence of altering the performance leadership system. An annual method often left staff in the dark and uncertain about their professional development possibilities. Employees have improved possibilities from their view to comprehend the direction in which the business is moving and what will be needed of them in the future, enabling them to set their own objectives.
• Learning and Evolution: Once the staff understands what new abilities they need to create, they will be at the core of the capacity of HR to assist them in reskilling. HR should generate extensive training possibilities, whether through staff to staff learning programs, online courses, in-house training, or partnerships with outside organizations that can teach new abilities to staff.
However, it is not enough to create opportunities; organizations need to guarantee that all staff understands what training is accessible to them and how they can apply for training. It is necessary to make time and budget easily accessible so that individuals feel supported rather than under pressure.
HR tech instruments out there today allow HR to promote the shift of the workforce through globalization 4.0 and to be better equipped for the future workplace. There are multiple platforms for the shift.
While globalization 4.0 may seem like a frightening prospect to many, it is in fact an excellent chance for HR to step out of its silo and become more strategic; to assist businesses and staff in this era of change. HR should attempt to make the most of their tech stack to comprehend their organization's main difficulties and use the information they collect overtime to create informed process choices.
Read More: How to Get Ready for the Future Workplace?
It's no secret that the jobs of today are rapidly evolving and the jobs that never existed before will be created in the near future. The arrival of Globalization 4.0 means that 75 million jobs are expected to be displaced in 20 major economies by 2022, according to research by the World Economic Forum (WEF).
People will have to reskill, as it will not only be challenging to hire new talent quickly enough to fill the gaps, but HR has not yet been able to recruit for these new roles. This implies that upgrading or retraining the present workforce is, in fact, a cost-effective way to deal with these modifications, while ensuring that individuals do not need to be redundant.
Digital Business Transformation
While digital transformation has been taking place for decades, some companies have not yet completed the process in its entirety, while others are just beginning. For a lot of companies, digital transformation is scary and challenging. It includes turning the traditional way of thinking about the company. It also implies introducing technology into business processes that had never earlier been deemed relevant to technology.
Check Out: Top Workforce Management Companies
How is this Affecting the Workforce?
Digital transformation has also influenced staff as much as it has influenced businesses. Learning about the basic use of social media to proper use of the digital platform is a tough job for the workforce. Employees have to learn new skills to stay updated with the latest trends.
And while many companies are afraid of the business implications of going digital, the same goes for the digital transformation of HR and its impact on the experience of employees. HR departments were reluctant to introduce tech into their employee journey because it needs proper implementation in relation to the effect on the experience of the worker and thereby producing favorable outcomes.
HR and HR tech play a role in promoting this digital transformation if accomplished correctly. First of all, HR tech should be seen as part of the experience of digital transformation, making it a holistic approach. Next, HR can bring technology at the service of individuals to assist them to remain meaningful and, through this transition, become their partner.
Where HR can Assist Individuals in Retraining Themselves
• The Performance Management Process: The strategy is changing and the objective of performance leadership today is "growth and development" helping individuals perform their function better and develop their career. Instead of being stuck in the traditional annual review process, HR can help staff align better with business objectives and generate more recognition possibilities.
• Opportunities for Professional Development and Growth in Career: HR can assist staff better identify their top abilities, weaknesses, and direction they want to go in as a direct consequence of altering the performance leadership system. An annual method often left staff in the dark and uncertain about their professional development possibilities. Employees have improved possibilities from their view to comprehend the direction in which the business is moving and what will be needed of them in the future, enabling them to set their own objectives.
• Learning and Evolution: Once the staff understands what new abilities they need to create, they will be at the core of the capacity of HR to assist them in reskilling. HR should generate extensive training possibilities, whether through staff to staff learning programs, online courses, in-house training, or partnerships with outside organizations that can teach new abilities to staff.
However, it is not enough to create opportunities; organizations need to guarantee that all staff understands what training is accessible to them and how they can apply for training. It is necessary to make time and budget easily accessible so that individuals feel supported rather than under pressure.
HR tech instruments out there today allow HR to promote the shift of the workforce through globalization 4.0 and to be better equipped for the future workplace. There are multiple platforms for the shift.
While globalization 4.0 may seem like a frightening prospect to many, it is in fact an excellent chance for HR to step out of its silo and become more strategic; to assist businesses and staff in this era of change. HR should attempt to make the most of their tech stack to comprehend their organization's main difficulties and use the information they collect overtime to create informed process choices.
Read More: How to Get Ready for the Future Workplace?
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