The digital age has arrived and it led us in a way to experience various changes in both social and economic shifts through this 21st century. This digital age has already transformed a large part of the world with its technological revolution and upgrades. For example, the internet of things or IoT, big data, rising social media, artificial intelligence or AI, robotics and automation has taken place in our daily lives and shaping the future of our professional lives too. Along with this the technological revolution, the future of recruitment is also evolving, with the future roles of human resources. The workplace and work patterns are becoming digital and automated.
The coming year is going to be a great year for the tech professionals and also for the tech recruiters as well as the HR teams. As both the generation Z and the millennials will join the workforce this year increasingly. And also with this digital transformation and technological revolution, the businesses and corporates of every size and genre are starting to build their workforce more digital and automated by fetching the updated technologies and technological tools.
Re-designing the existing workforce:
According to the research, the maximum number of workplaces will experience huge career flows by the coming years. For this purpose, the traditional way of working in the corporates and companies will be transformed into a new way, the HR teams will be more flexible to adapt these dynamic landscapes. The whole working team will be divided into small teams comprising multitasking people and organized themselves to perform different tasks for around 1-2 years. After then they can again switch their projects or tasks within the same company. By working on small teams the corporates will find more natural ways to work and the HR will find the ways to redesign the workforce and the models.
Continuous learning for employees:
The workplace is updating and evolving by using new and updated technologies and technological tools. And for this, the existing skill sets hardly last longer for about 2-5 years. To cope up with this challenge, the workplaces should implement continuous learning for their existing employees. To equip the employees with new and updated skill sets and knowledge, the development managers should think to set company training for the existing employees of the company. The HR teams should also personalize some mobile-friendly learning devices that can help the employees for this transforming skill sets without hampering the productivity of the workplaces. They also should manage the diversified workforce by choosing the best technology.
Human-technology interactions are evolving with the invention of new technologies. The newly invented technological tools are getting used in almost every company and corporation for different purposes. For example, artificial intelligence and bots are the new augmenting tools that are being used widely. The future HR teams should think of leveraging these technologies for making a better workforce and design it in a new way.
Evidence-based talent hunting:
For any corporation, talent acquisition plays a vital role. All the companies and their HR teams always look for a tech-savvy professional, who will be flexible for the desired job role and emerged in updated and new technologies. The HR team plays the main responsibilities for recruiting purposes. They do the main work to recruit a good candidate who will be beneficial for the company. For making bias-free recruitment, the recruiters should use evidence-based decision-making technologies. By using data sets and talent analytics the recruiters will be able to recruit a good candidate being less biased.
Employee experience is important:
Employee experience will be another vital role for the HR teams and the corporates. The HR leaders should enhance this employee experience for keeping better maintenance with the work culture, by motivating the employees and engaging them in some new and innovative works. Also, the HRs can enhance the employee experience by taking consideration of employee referrals.
New HR leadership:
Technology is evolving through time. For working with this new type of technology, the companies need the new kind of HR leadership, who can easily cope up with challenges by these technology trends. The companies are looking for some fresh, younger and diverse leaders who can be able to run the whole corporation digitally.
More digitized Human Resources:
For implementing the digital initiations to the entire workforce and the corporates, the HR teams should make themselves more digitized. They should imply more digital objects and mobile applications or software tools for project management or teamwork purposes, for example, Slack, Microsoft teams, etc. Also, they should imply chatbox services with the help of Artificial Intelligence for recruitment and another purpose.
Data is everything to use:
The entire workplace should implement more data. Starting from the recruitment process to make the employment history and to increase the company productivity the use of logistics should be necessary.
Being more diversified:
The HR teams should be more diversified, as they should decide without being diversified and irrespective of age, gender, and race of a candidate. They should give more importance to gender equity and cultural diversity in the workplace. It will not only make the whole workplace more efficient but also more productive along with more cognitive thinking.
Optimize the works for machines and humans:
To cope up with the updating technologies, companies are leveraging new technological tools to perform certain works by making it automated. But the HR teams should be assured to optimize the work for both machines and human employees.
Despite these upcoming HR trends, the Human Resource teams must look at their current approaches too, and also check their existing skill sets. Both the technical skills and soft skills will be a must for this purpose. The technical skills can be updated with the help of continuous learning. But for the soft skills, the HRs should be more patient and ready for continuous refinement.
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