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Thriving not just surviving in a digital age

Emerging technologies such as Artificial Intelligence, mixed reality, robotics, Internet of Things, sensory and vocal user interfaces have been in existence for some time. However, they have now reached a crucial stage in terms of their development, capabilities, and affordability, which has finally made the long-awaited productivity enhancements a tangible possibility.

The key message that emerged from an industry round-table event attended by HRTechNews was…

The discussion revolved around the automation of work, with participants from various industries such as hospitality, education, and IT sharing their experiences on how technology has affected their roles.

“The democratization of these technologies is enabling forward-thinking leaders to gain a competitive edge by automating tasks and ensuring that the right information reaches the right people at the right time,” stated Liam McNeill, the managing partner of Presence of IT, during the round-table discussion.

Kate Tones, the group people experience manager at hospitality company Merivale, highlighted how technology has enhanced the flexibility needed by her workforce. Merivale has been utilizing ‘gig economy workers’ for quite some time, even before the term was coined. “We have always relied on contingent workers as the foundation of our workforce,” she stated. Technology is a valuable tool in enhancing our workforce management, but we cannot underestimate the effectiveness of the tried and tested processes we have been using for a while.

Andrew Barkla, the CEO of IDP Education Limited, emphasized his proactive approach in transforming his organization into a globally dispersed digital workforce. There was a time when we lacked clarity on the exact number of workers or contractors we had. Now we have a deep understanding. With centralized HR processes and systems, we have gained valuable insights that enable us to efficiently manage our workforce.

In addition, he mentioned that his organization’s participation in the education sector has provided valuable insights into the future applications of digital skills.

“By 2030, the integration of these technologies into the workplace will be complete. Therefore, businesses that fail to take proactive measures to adapt their organization’s design and management to embrace these emerging factors will face difficulties in remaining competitive,” stated McNeill.

He emphasized the importance of considering the financial investment needed for organizations to undergo digital transformation, including the expenses associated with retraining and adapting employees to effectively utilize new technologies.

Aaron Green, Vice President and General Manager of SAP SuccessFactors in Australia and New Zealand, highlighted several key themes that have emerged from businesses embarking on their digital journey:

An intelligent resourcing platform that focuses on organizational development and capability, providing real-time response.
Understanding the true value of any investment lies in the extraction of insights, rather than just the accumulation of big data. Having access to extensive data can significantly enhance an organization’s capacity to make accurate predictions regarding resource allocation and potential business acquisitions.

An open talent economy

The open talent economy is truly open. Technological advancements, such as mixed reality headsets, are fueling this transformation.

With the rapid progress of technology, people from all corners of the globe can effortlessly connect and work together without any loss in quality. Working remotely has become an essential part of our lives, rather than a mere indulgence.

* Maximizing efficiency through agile talent acquisition

Transitioning from a continuous process to an as-needed basis. It is becoming increasingly common for individuals to have multiple jobs. For certain individuals, it is indeed the case.

By 2030, talent acquisition is expected to be automated for most companies. This automation will bring about improved efficiency and reduce the amount of time HR professionals need to invest in the process. Machine learning algorithms can efficiently identify, evaluate, and suggest the most suitable candidates, ensuring that they possess the necessary skills and align with the company’s culture.

* Creating the perfect experience (optimizing talent)

Consistent focus on enhancing the employee experience. Acquiring the appropriate talent is just the beginning. Ensuring their continued engagement poses a more formidable obstacle.

* Exploring the synergy between different work environments

The younger generation has been raised with advanced, user-friendly technology that seamlessly integrates into their daily routines and personal preferences. Technology has undeniably shaped their present and evolving lifestyles. This trend is extending into the realm of business.

HR as a valuable strategic contributor

Similar to how the automotive industry experienced a transformation and the emergence of new job opportunities with the automation of less skilled tasks, the field of HR/people & culture will also undergo a similar shift. Understanding data, recognizing trends in progress for individuals, and managing the allocation of resources will grow in significance. HRDs should acknowledge their evolving role in managing emerging issues within the corporate structure. It is crucial for them to take action in order to demonstrate to their leadership team the importance of having a motivated and committed workforce.