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This strategic genius just predicted the future of HR

IBM is a rare example of a forward-thinking organization when it comes to anticipating the future of the HR function. IBM is a pioneer in innovatory thinking and reinvention, and it is a veritable colossus in the field of people technology.

Benoit Hardy-Vallée, Associate Partner at IBM, was interviewed by HR Tech News to discuss the digitalization of the sector over the next decade. He disclosed the origin of the term “HR.”

“I believe that HR is responsible when a talent decision has a direct impact on the business,” Hardy-Vallée stated in an interview with HR Tech News.

“Indirectly or directly, HR is involved in all of these micro decisions regarding work and individual employees, including how we staff, delegate, distribute, and reward work. It is evident that HR plays a critical role in the employee lifecycle, from recruitment to retirement.” Although HR will not necessarily be making the decisions themselves, HR leaders will be responsible for establishing, facilitating, and directing the environment in which the decision-makers will operate.

“Our HR departments have established an environment that is conducive to the daily development of our employees.”

Hardy-Vallée is well-positioned to anticipate the future trends in technology, having spent eight years in human capital management consulting and an additional ten years in consulting.

He elaborated, “We are currently in the process of “technologizing” HR, a process that has been identified as the primary concern of numerous senior leaders. This process is perceived as both a challenge and an opportunity.”

“The emergence of HRIS (Human Resource Information Systems)—systems of record—can be traced back 30 years. This subsequently resulted in the digitization of talent management, which was primarily characterized by systems of records. Currently, we have systems of engagement, which are systems that influence our interactions with HR. This is generating a significant amount of discourse regarding the potential benefits of technology in the field of HR, as well as posing inquiries regarding data privacy, efficient programming, and programming efficiency. HR’s conventional objectives will persist.

“Of course, it is still necessary to hire the appropriate individuals and maintain an engaged workforce. However, leaders are now recognizing that the task at hand is exceedingly challenging in the absence of convenient, seamless technology.” Individuals will be considerably less productive. Leaders are now aware that they must elevate their digitalization levels to the same level as the consumer world. However, this cannot be accomplished by simply clicking one’s fingertips and anticipating the outcome. It is imperative to establish a budget and establish a collaborative effort among IT, finance, marketing, and HR.

Hardy-Vallée focused on the elusive function of AI in HR as a particular area. AI is a tool that is constantly changing and has the capacity to disassemble the human function and reassemble it in a different manner. This elicits both enthusiasm and apprehension in leaders.

Hardy-Vallée continued, “I believe that HR is now recognizing and comprehending the value that AI can contribute.” “Talent acquisition and talent mobility are among the initial instances in which we have observed this.” A candidate assistant or any tool that fosters greater engagement with the candidate is a practice that numerous organizations are currently exploring due to the substantial return on investment (ROI) associated with acquisition.

“The other aspect of that, which is mobility or development, pertains to the ability of employees to transition between internal positions and the availability of an assistant who provides career guidance or educational recommendations.” This eliminates the unpleasant conversation with the manager regarding the possibility of switching teams.

“HR will undergo a transformation in the future, with the initial point of contact being primarily digital and human intervention occurring at a higher level. This will offer employees a consumer-like experience, with the human touch provided as needed.”