Until recent years we were surrounded by media publications stating Year 2050 as the hallmark year of adopting absolute AI (Artificial Intelligence) and IoT (Internet of Things). And now instead 2020 is seemingly visualized as the threshold year, aiming for big leaps in the advancement of such technologies.
The role of Human Resources is central when companies imagine Big, Expansive and Collaborative aiming to bring in AI, IoT, Big Data and Analytics as an integral part of themselves.
And no surprises, HR is the group who is entrusted with the task of providing a cultural landscape and ecosystem within an organization to have the right talent on-board and develop their abilities to bring about the desired changes seamlessly. Their ability of amalgamating the right talent within a culturally-rich learning environment, paves an easy path for groups and/or individuals to integrate creativity and develop unique business propositions.
The light-hearted, yet a meaningful approach is the way of life how an HR department operates even in the most testing times of a business organization. New technologies brings about new changes, and HR folkswill step-in as a soothsayer, counsellor, coach to people explaining and strengthening their mental constructs in adopting change. HR absorbs and display change by themselves far before than anyone else can actually feel it.They are the harbinger of change citing positives and hope for future amongst the workforce. Their ability to showcase care and affection to people and balance business needs, strategically empowers them to design policies and procedures to create a win-win situation for both.
The entire life-cycle of an employee is experiencing change, especially as the human race steps into the fast-paced AI future, there will be a corresponding shift in how the culture of organizations will change too. The change will happen in how people will work, interact, connect, disconnect, communicate, learn, earn compensation, avail benefits, learn, sustain – providing an interesting mix of social-techno-economic forces. Big Data, AI, Enterprise Solutions, IoT, wearable gadgets etc. will be there to be used heavily by HR departments to collect data, create algorithms, correlate data, analyse patterns and trends, and finally simulate behaviour to develop models offering great employee experiences.
Human Resources’ critical role will be to offer genuine care to employees helping them adjust to the new environmental settings. AI will be used to understand and demystify behaviour as they churn resumes and recruit human beings. Once hired, new-age technologies will be crucial in talent development and its management, their cultural-fitment, training approach and managing their overall life cycle at work. Gadgets or wearable gadgets used will generate huge amounts of data/behavioural patterns to be crunched for developing predictive-behaviour models for future roles and situations.
The biggest opportunities for HR groups to manage within the new found culture of future organizations will be newly-found complex laws, government compliance, security breaches, privacy invasion, information-overload, stress-related to excessive human & bots interaction and the cycle of hiring-training-retaining new-age talent.
The entire HR journey will be coupled with managing the dilemma and co-existence of human race and the robo-citizens coming soon!! #chandranomics
About Author– Anurag Chandra, Head – People Services, Admiral Solutions (part of Admiral Group Plc, UK) has an experience of over 20 years encompassing HR and Operations within ITeS industry. He is a thought-leader, mentor and has a deep interest in human psychology and organizational dynamics. He writes on social-media with #chandranomics with the only aim of helping the Millennials and Gen-Zs in transforming their career journey as they get into a fiercely competitive corporate world.