Imagine for a second that there's a really important decision to be made based on heaps of data. Who do you trust will do a better job of dissecting that data and making a decision: humans or artificial intelligence (AI)?
Artificial intelligence is transforming all sectors of the economy, but there’s no reason to fear that robots will replace all human employees. In fact, companies that automate their operations mainly to cut their workforces will see only short-term productivity gains, say the authors. Their research, involving 1,500 firms in a range of industries, shows that the biggest performance improvements come when humans and smart machines work together, enhancing each other’s strengths.
Artificial intelligence has disrupted every area of our lives — from the curated shopping experiences we’ve come to expect from companies like Amazon and Alibaba to the personalized recommendations that channels like YouTube and Netflix use to market their latest content. But, when it comes to the workplace, in many ways, AI is still in its infancy.
With unemployment numbers at record highs, millions of people around the world are embarking on the daunting task of job hunting – which is even more challenging for both candidates and recruiters in today’s world of remote work.
Can we change our corporate cultures and the ways we train and reward our people as rapidly as new technology is changing the work we do, the products we make and how we engage with customers?
The next journey for HR leaders will be to apply a consumer and a digital lens to the HR function creating an employee experience that mirrors their best customer experience.
Onboarding has always played a key role in helping employees make a successful transition to your organization. The COVID-19 pandemic raises concerns that many HR organizations have never dealt with before, whether it’s remotely onboarding newly hired employees or employees returning to the office after months of remote work.
A recent global survey on which I collaborated with Oracle suggests that HR is right up there with the most analytical functions in business — and even a bit ahead of a quantitatively-oriented function like Finance.
There are two realities for today’s human resources (HR) departments:
In the first, HR is on the cusp of major change, adopting technologies
that automate tedious systems and transform how employees are
managed. In the second, HR is still mired in administrative tasks
and paper applications, preventing HR professionals from becoming
strategic and stalling the shift to modern HR.
Human Resource departments had a difficult job prior to the pandemic. In 2019, more than 50% of HR leaders struggled to ensure that employees had the skills necessary to navigate an increasingly digitized workplace. But, admittedly, this “future of work” had always seemed a safe distance ahead — far enough, at least, to thoughtfully prepare for.
To stay relevant and attract top talent, many companies have developed recruitment marketing programs to build their brand beyond the services and products they offer. Recruitment marketing is a combination of outbound reach out to marketing channels and inbound accessibility, both of which offer a view into how a company operates. Channel effectiveness depends on the industry, but as applicants become more technology-savvy, it also requires a combination of finesse and the right tools.
With the business landscape under constant and rapid change, companies need a stronger focus on the connection between business strategy and workforce strategy. Business leaders must constantly reevaluate their talent to ensure they have the skills needed for an ever evolving environment.
We call it work from home, remote, or virtual—all describing employees working physically outside the company’s offices. Not every profession qualifies for this privilege, but all signs point to more people working at home more often or permanently after COVID-19 restrictions are lifted.
