The evolution and advancement of technologies have steamrolled the traditional way of doing things in nearly all aspects of life. Today, programmable thermostats, voice-activated speakers, watches, smartphones, and perhaps cities and cars, everything is connected. It’s not surprising that transformation has touched the workplace also.
Undoubtedly, big data, digitization, automation, cloud are the buzzwords that were heard in the corporate world in the last decade. Rapid changes and advancements in technology had been accompanied by disruptions of the job market with a need for new future-ready skills. This, consequently, has resulted in a substantial shakeup in the role of human resources (HR), with HR evolving by simply being an administrative branch for workers to a strategic part of the organization with an equal stake in increasing the revenue of the company.
If digitization was the trend of the previous decade, then artificial intelligence (AI) and machine learning (ML) is going to be the cornerstone of HR in the coming decade. It will take about rapid modifications in the skills needed, and the next decade will witness an acceleration in the speed of change. While the digitization of HR capabilities will go on to hold an important place in HR strategies in the coming decade, the spread and scale of digitization will improve tremendously to make sure that the company remains relevant in the coming decade.
Recruitment has itself undergone a streamline of change. From the usage of the internet for posting job openings and connecting with jobseekers to tracking online and short-listing of applicants, we’re nowadays using artificial intelligence (AI) and machine learning (ML), not only in recruitment, though the complete HR process too. In the following decade, AI will permit administrative and repetitive tasks to become automated, freeing human skills for much more complex work which focuses on boosting the organization’s procedures and building the staff to make sure that the vision of the company is fulfilled.
The coming decade will see data empowering and enabling the HR function. The application of analyzed data will provide agility to the functions through insights that would or else not be perceived by human talent. AI-powered analysis of data will make sure consistency and objectivity untouched by human bias.
Another core region of HR where artificial intelligence (AI) will provide modification is in the aspect of employee engagement by allowing procedures such as for instance real-time reviews and analysis, intelligent surveys, personalized communication and messaging, and unbiased evaluation and assessment for benefits and recognition program. This will, consequently, encourage retention of talent with a good effect on organizational performance and stakeholder value.
With the need to make sure that all workers are future-ready, it’s learning and development that can play an important role in the next decade. It’s artificial intelligence (AI) that will play an important role in knowing ability gaps, targeting shipping and delivery, and enhancing learning outcomes. E-learning, personalized paths to skills acquisition are going to allow an organization to stay one step ahead in the game.
The next decade is going to be filled with challenges for almost all functions and for HR it’ll be ensuring the best employees are in the right places and the right time. That is most likely the only way to make sure that the organization becomes fit to compete. It’s up to every one of us to embrace technologies to ensure that HR as a function, is going to play a far more strategic role in business development. Ultimately, good results are going to be based on just how well organizations are able to adapt and adopt new technologies and drive workers to do exactly the same.