Changing HR ecosystem in the new digital workplace
Technology is disrupting all areas of the business enterprise, including the role of human resource (HR). The role of the HR has shifted from being mere personnel to becoming “business partners” to help organizations emerge as digital workplaces.
HR can help deliver organizational excellence in four ways:
- Partner with senior and line managers for strategy execution
- Change how work is organized and executed to cut cost and increase quality
- Become a champion of employees – voice their concerns to management and increase their participation
- Become an agent of continuous transformation by shaping processes and building a conducive culture
The below seven key trends will shape the agenda of HR organizations:
IT in HR is disrupting the usual ways of managing work. Social media, cloud computing, mobility, big data, etc., is likely to integrate talent management into “everyday” business.
The distributed workforce
HR is being challenged to attract talent from a variety of pools such as contractors, outsourcing companies and other partners. The concept of the “employee” is changing.
Globalization of talent
HR will need to adopt new recruitment strategies to tap talent beyond immediate geographies and across the world. With a mismatch between areas of supply and demand of jobs globally, companies will be composed of highly diverse workforces.
Flexible and agile organizations
HR will re-organize and reshape itself to enable new organization design around responsive and flexible talent. The world is becoming increasingly unpredictable and employers that can adapt to ever-changing business conditions will outperform competition. Increasing use of hand-held computing devices is forcing HR organization to be innovative and adapt to changing business needs.
Talent management priorities
The war for talent grows increasingly fierce, with increased workforce diversity providing competitive advantage. Employing and managing individuals with varying thoughts, approaches, skills, preferences and responses will be a key skill that HR may need to acquire or master.
Social media at the workplace is making it easier for employees to exchange ideas and information in the real time. HR cannot avoid this or look the other way. HR will need to play a vital role in supporting this shift. It will need to look toward playing a role that allows for this interaction, knowledge sharing, innovation and engagement, without adding to the risk or at minimal possible risk.
Privacy of employees’ information
The internet continues to break down information barriers. Moreover, it brings a new set of challenges for employers. HR will likely adopt risk management strategies to protect confidential information and data and risks associated with critical talent.