The This dynamics will force to relax the labor

The
workplace is converging, and so do future skill and talent requirements. Today
auto industry is hiring more electrical and 3D printing engineers than hardcore
manufacturing or mechanical engineers. Google is strengthening hardware
capabilities further – recently paid $1.1B to acquire 2,000 HTC engineers.
Irrespective of the industry and size, Business Intelligence and cloud skills
are becoming a norm. It’s a new world with new rules. What does this agile
business environment mean for Human Resources?


   The digital workplace will be
productive with the congruence of HR, IT, Finance, and Real-estate, to deliver
the experience that intelligent offices are expected to provide in the future.
Workplace as a service is the reality and will become the norm soon.

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–    Robotics Process Automation is taking over
the mundane tasks, while analytics will get embedded in the operations,
streamed directly to the handheld devices of senior leaders, and that too in
the integrated and at the enterprise level. Likes of Alexa in the corporates
will be the “creative destruction” in making HR contact centers a capability of
yesterday. 

–    Talent acquisition efforts will go
hyper-local especially to attract passive talent – a fusion of art, science,
and technology. Employer brand built on leadership, purpose, and employee
well-being, will be the critical factors that future employees will consider
before taking the plunge. The disruption is so-fast that Talent-barter system
will take the front-seat to meet the company business needs and employee’s work
purposefulness. This dynamics will force to relax the labor laws further. 

–    Learning & development will take the
front seat to keep the workforce future ready. A conventional Learning &
Development function will not be able to match the speed of the change in the
industry. Hence, a new stream of training organization will evolve as
Learning-As-A-Service, bringing cutting-edge channels like VR/AR which will
take precedence over traditional training channels.

–    Talent attracts talent hence employee
engagement through Purpose of the work will become one the critical drivers for
Talent acquisition and retention. However, business leaders will be the
champions of employee wellbeing and employer brand than HR. 

It’s
evident from the above that HR is disrupted and will not exist for the purpose
it does today. HR has to find a new avatar – an enabler to CEO’s business
objectives and a true workforce consultant to the organization – be it a
digital, employer brand, talent attraction, development, and retention. The
industry 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, and
business outcome focused.