Business

The new HR challenge

We always say that from bad things you have to get good, and if there is something good that this pandemic has brought us, it’s that everyone, and when I say that everyone is everyone , we had to evolve and work in a different way and, without realizing ourselves, we are immersed in a revolution that will change everything.

Telecommuting, the non-office, technology, artificial intelligence, the “dataification” of everything (data like the gold of the 21st century), virtual reality, the start of 5G. Without realizing it, we came to this pandemic with the precise tools and pieces that complete the puzzle. A puzzle that takes us into a new era, a very technological but also very human era, because in the absence of real contact and greater loneliness and uncertainty, it will be necessary to promote a modern and effective psychology, open interactions and synergistic, and skills that help people be better and make others better too.

So far, two concepts have been discussed to identify a job. One is the workplace, because there was in fact a physical workplace. But in this new era, we are no longer going to talk about a job because the important thing is no longer the place or the job, the important is the contribution generated by the work (The soul of the company, 2020).

The second concept is also a pre-COVID concept, it is that of work. In this new normal, it will no longer be possible to speak of work, it is only to use the hand, now our minds should be used more than ever. The technification and automation of processes driven by artificial intelligence is unstoppable and will invade factories, warehouses and other departments of the company. This means that people have to improve on this difference that we have with machines, our higher cognitive processes: consciousness, holistic, inspiration, creativity, innovation, talent, love, spirituality.

Some of you might think that machines can do this too, that a machine can be self-aware, or that it can be like Mozart. I don’t think it is, since human beings have something that machines barely have. Perhaps, at best, over time, we will see artificial consciousness and artificial creativity.

But this automation is not bad. Machines are not our competition. On the contrary: machine-human pairing will be the key to the future. We have already tested this pair in financial institutions (and in other sectors) where we have created the pair between an employee and Artificial Intelligence to help you. The result has been spectacular: results have been improved for the employee, for the company and for the customer. Indeed, machines with artificial intelligence, thanks to their enormous capacity for data analysis, help us to see things that are impossible for us to see, and to make better and more appropriate decisions, by mixing decisions based on data with this unique part of people.

How is all this going to influence HR departments? This increased technicalization, and consequently more humanization, will have a direct impact on the HR departments, becoming a fundamental element in the adaptation to this new era of teleworking, over-information and over-interconnection.

Among its major challenges, we find, in addition to the automation of administrative management, the promotion of the development and generation of Talent, the search and acquisition of new talents, the promotion of emotional and psychological well-being, and improving employee experiences. All this to increase the loyalty and productivity of the company.

The development and generation of Talent goes through the analysis and knowledge of employee profiles, their talents, their knowledge and their ignorance, their skills and their lack of capacities. All this so that the employee can get to know himself better, and thus make him responsible for his own training. In addition, the figure of the mentor becomes important in this new era as a guide and intermediary between the organization, the employee and his manager. All this information on skills profiles, evaluations and talents, will be used by Artificial Intelligence to be able to predict future events and behaviors of teams and people, to be able to join profiles to be able to strengthen teams or identify new ones. possible rotations, as well as greater adaptation between position and person.

Talent acquisition is automated thanks to artificial intelligence, which can analyze new talent and continuously perform processes in the network by identifying the best profiles for the organization.

Regarding emotional and psychological well-being, it will be important in this new humanization to promote spaces and experiences of interrelation between people who telework. For example, using feedback or recognition and gratitude tools that directly affect relationship improvement (one example is the Uniks app).

Also to promote the well-being and improvement of teams, there are actions and events of short duration and high impact (activities with strong emotional return and results), such as the powerful activities of “Team Development”, “High Impact Team building. ”These are activities to generate synergies, loyalty to the company and above all to strengthen team spirit.

The profits generated by modern psychology are also a significant challenge for the emotional well-being of a company’s employees. A positive and very human psychology that really helps people who are going through difficult personal and family situations. Providing access to this type of service by the professionals of the organization will be a much appreciated added value and will help the organization to increase its emotional well-being, thus also increasing its results.

All these new value-added services will be at the heart of this new era where cloud organizations will be, as their name suggests, adaptable, global, technological and, above all, highly humanized.

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