As digitisation sweeps through every organisation, human resources is not only affected directly, but has an expanded role in implementing the change. HR’s own platforms are being digitised, and in turn it is developing workplaces and workforces for the future.
It starts with the latest algorithms used at the attraction and assessment stage for potential employees and continues through their on-boarding and subsequent career.
Once considered as support delivering employee services, HR is now leading the digital transformation as it applies the new range of digital tools to its own functions, drives a culture of innovation, and creates workplaces that improve productivity and promote a sense of purpose.
Traditional hiring was more about “winners and losers”, rather than thinking about where someone might best fit in an organisation. HR departments in progressive companies now use digital tools such as neuroscience-based games and artificial intelligence to predict the best person for a job. AI and big data also remove bias from the process. It’s not about where a potential employee comes from, it’s about their potential. CVs are a lagging indicator of future potential and the newly digitised HR departments measure traits, which are non-gender, ethnic or socio-economic biased.
The “games” are actually tasks that come directly from cognitive science and neuroscience research. They’re engaging experiences and can be “played” in the applicants’ own time, which is less intimidating. It caters to the different traits of applicants and for the position.
Once onboard, retention is critical. HR’s leading-edge assessment can also engender broader functionality around workforce insights. A company’s transformation is now trackable. This measurability of agility helps ensure a successful, more productive and happier group of employees. Part of this is due to role-mapping software that can determine if a worker might be a better fit elsewhere inside an organisation.
HR has lost none of its former functions, but its newest, most exciting, and perhaps most important is building a compelling employee experience. The changing nature of the workforce has necessitated this new function. HR teams now study employee needs across all segments from hourly workers and project-based freelancers, to salaried employees and managers, up to the C-suite.
HR’s expanded role comes with clear goals. And it is now integral to creating and transforming a digital enterprise. If leveraged, applications and platforms coming into vogue will ensure today’s workforce is prepared for the future.