Future of work: what will be the challenges of HR?

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Future of work: what will be the challenges of HR?

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The future of work consists of a deep alignment between the current demands, of organizations, and the main technological trends that allow more productivity and efficiency with reduced use of resources. All of this, of course, impacts a revolution in the sectors, which encompasses multiple challenges for companies to transform their business models.

O future of work it has already been discussed today – and for some years, in fact. If your company has not yet started discussing the issue, in its periodic meetings, here is a friendly warning: start now!

That’s because the big technological trends and solutions are already revolutionizing the work model – on a very small and very large scale! And we’re not just talking about the transition from analog to digital or processes of online admission, specifically.

This concept is largely based on the extent to which technology has affected other social and corporate sectors. This is the case with the current concepts of HR 4.0, marketing 4.0 and industry 4.0 – to name a few, just.

How about accompanying us throughout this reading, then, and discovering its impacts and what challenges the HR sector faces?

What does the concept of the future of work mean?

O future of work is nothing more than the contemporary concept of deal with market trends through analysis and anticipation.

For example: the use of asmodular management oftware makes your company constantly have a product aligned to the needs of the market, but that is updated periodically to meet future demands and eventual needs that your organization has to develop.

Not least, considering that technological advances evolve at a rapid pace constant and dynamic. Many solutions used today can be obsolete in the short term.

How much does this impact the HR sector?

Increasingly, the human resources sector has assumed a more analytical, strategic and decisive position for the development of organizations – regardless of their size or sector of activity.

All because the new technologies – promoted by future concept of work – put the department in a position privileged to compile and evaluate the metrics obtained by several digital solutions, such as the one already mentioned management software.

Not to mention, of course, that this type of solution allows employees more time to develop strategies for motivation, engagement, flexibility and promoting the well-being and quality of life of everyone in the organization.

After all, withtechnological solutions comes the process automation features.

With that, the future of work is based on giving its professionals less mechanical and repetitive tasks, focusing their working hours on more strategic activities, so to speak.

In fact, it can be a valuable resource to relieve the burden that your professional workaholics carry. After all, with less work “Superficial” under their responsibility, they can better organize their routines, avoiding the long after-hours in their work bays.

What are the challenges that challenge the future of HR work?

Challenges exist – especially within any kind of revolution within business models. With that, the future of work in HR is full of points of attention, such as:

Qualification of its professionals

Regardless of having a HR team with young talents (graduates of the Z generations and millennials), veteran professionals or a mix of several generations, it is important align with all company objectives.

This includes the affinity they must have with these technological resources, for example, and even the redistribution of their working time, in view of the facilities that the software currently promotes.

In this way, the transition to future of work starts with harmony, and a deep alignment so that your employees know exactly what is expected of them based on this transformation.

Setting up the company’s organizational culture

Imagine the impact on a corporate routine when did electricity start to appear in society or, even, the first computers?

The same goes for the digital transformation, which remodeled the entire corporate workflow. As a consequence, HR has a protagonist role in this reconfiguration.

To begin with, it is necessary to understand how much such changes (such as investment in new technologies) will impact the hierarchy, the logistics of work processes and what will be the obstacles during their implementation.

For example: through a program that digitally hires new employees, it is necessary to understand what is going to change, in the whole flow, so that its implementation don’t have productive bottlenecks.

Knowledge of the main technologies of the future of work

A high investment in technologies is of no use if your company does not have, first of all, clarified objectives to generate more competitiveness and qualify its entire organizational structure.

To assist, below we bring together some of the main resources identified as the future of work for you to diagnose which ones can be adapted to your routine:

1. Artificial intelligence

Artificial intelligence is a resource endowed with plurality in technological solutions. In management software, for example, the compilation of data (of the metrics monitored by HR) and their strategic analysis allow for more informed decision-making assertive and agile.

2. Augmented Reality

THE augmented reality is the overlap of digital images in physical environments. To employee training, for example, technology adds more engagement and, mainly, security – the feature is used to simulate risky situations, but in a safe place.

3. People Analytics

People analytics wastes the use of artificial intelligence to accumulate data about the performance of its professionals. This makes it easier to identify problems, point out deficiencies and elaborate insights valuable for the development of the company.

4. Big Data

Big Data is the translation of the intense (and immense) volume of online data that we generate daily. Just to give you an idea: in one day, more than 2.2 million terabytes are generated around the world. So the technology facilitates the absorption of information organization relevant to your business.

5. Management software

Management software automates processes, reduces the production cycle of each task in the sector and, even, integrates your tool with other, allowing a complete assessment of your business.

Therefore, your HR sector may have a lot of work ahead, yet, to reach the future of work in your daily life. However, cheer up: many of these trends may already be – explicitly or implicitly – inserted in the technologies used by your company.

It’s important to know which ones can facilitate the fulfillment of goals and objectives that you have already established, internally, to discover not only how to make the routine more convenient, but what are the next steps for your company to keep evolving – as well as the future of work remains constantly updated.

If you are looking for an environment that already does this type of monitoring and you know well what are the great adventures of the future of work, keep an eye on our Facebook page and follow us on Instagram, Twitter and LinkedIn! There, you will be inside, first hand, of all our tips and news focused on the continuous qualification of your HR sector! See you there 🙂

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