hrtechoutlook

Rebuilding your workforce for a better future

HR Tech Outlook | Wednesday, November 10, 2021

New methods of managing, hiring and training the workforce needs to be implemented to sustain in the new digital era.

FREMONT, CA: Even before the Covid 19 pandemic took over, technology was changing the nature of work. In most industries, innovations were changing the basis of competitiveness, and as a result, talent organisations needed to win in the long run. Many businesses were forced to lay off 15% or more of their personnel. The search for new talent, with new capabilities, had to take a back seat for economic survival.

Digital technology was transforming the way people work and the number of people required to complete a particular task. Not all jobs are equally important in any organization. According to a recent survey conducted recently, less than 5% of an organization's responsibilities contribute more than 95% of its capacity to execute on its strategy and achieve results. To give just one example, consumer goods companies have typically hired hundreds of people to track purchases and inventory to ensure that correct goods arrive at the right places at the scheduled time. Predictive analytics, powered by real-time point-of-sale, manufacturing, and logistics data, is changing that, decreasing the amount of personnel needed for the job, changing the skills they'll need to succeed in their new, tech-enabled jobs, and allowing more and more of them to work remotely.

When the jobs people will be required to do in the future are substantially the same as the jobs they (or others in the organisation) are doing now, traditional employee-assessment procedures work well. However, if the nature of the work changes, these tactics fail, leaving organisations scrambling to find employees who can take on the new responsibilities. In the aftermath of the epidemic, our preconceptions about what success looks like must alter, just like our beliefs about which skills are mission-critical. Fortunately, new tools and techniques based on people analytics and behavioural science can assist firms in defining "what outstanding looks like" in a specific function and identifying individuals who currently possess or can acquire the necessary skills through training. This enables businesses to design talent development and recruitment strategies to match their requirements.

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