THE NEW HR

HR-spotlight2

THE NEW HR

Today’s workforce is now far more advanced and developed than yesterday’s workforce. It is common to see that there are no enough jobs – in fact, this is the biggest problem facing today’s workforce. This of course is not alien to any workforce population regardless the country and continent. Let us take a look at the followings:

  • Anxiety associated with retirement
  • Inability to find a job in a short while
  • Corporate ideology and attitude
  • Emergence of crummy jobs
  • The next ‘Big Thing’ as Samsung calls it, is finally here.

All these explains why soon, today’s workforce may not be same as tomorrow’s workforce. A very serious consideration for HR. Today’s workforce has grown to be more technologically savvy and software driven and this of course, comes with ups and downs. One thing that we have failed to realize is that today’s workforce will be yesterday’s workforce after all life is a constant change, so why won’t HR evolve and change also? Of course, we are the soul of the body, the blood of any organization for without HR, the organization is but a zoo!

One thing that readily comes to mind when I think of tomorrow’s workforce is “What role will HR play tomorrow” especially in this age of technological transformation and orientation. From generations to generations of technology; DOS to Windows; from Client/Server to Internet; from physical workplace to virtual workplace; from “old things” to “next big thing is here”; most of all HR technology implementations have taken a very new dimension. In fact technology has made HR to be less reactive than proactive. One thing you can’t take away is that we are still in the business of storage of information from name to department to organizational hierarchy and restructuring. We have been in the business of information and still storing information on rivals and competitors. The organization has forgotten that we are the business itself for how can the organization survive without information. We are still storing our biggest competitive weapon, talent data, but sadly in subsystems instead of putting the subsystems into one system.

So HR must evolve since change is not stagnant and this is why HR often clash with the organization as a whole with the former thinking of tomorrow and the latter still very much in the business of today’s workforce and its prejudice. I would say for HR that painting the picture of the future Workforce and currently the organization “ill prepared” the onus is before corporate executives to parley with HR needs in order to create and execute a technology strategy for 2020 and beyond, not for 2013 or 2014.

A few things to ponder on:

  • The future of HR’s role will be in the line of talent acquisition; a shift from transactional activities to transformational activities; from inward to outward; from today to tomorrow.
  • Business will move at a more a faster pace than it was in the last 30 years. Sadly, many organizations that are in existence today will be no more in 5 to 10 years from now. The new world will be born. New organizations that
  • The organization will be a virtual environment, why and how? What are you thinking when Google introduced “Google-Drive?” “Google Hang-out?” I am not to technologically savvy but I do know that there are days I would stay at home and still be able to communicate with my colleagues at work. What are thinking of work-flex? Except you are not in this part of world. It will be a virtual world.
  • Social media will not be the only concept. In fact, social media may be long gone in years to come, did you just say how again? What happened to Yahoo Messenger? Something bigger will come and Facebook and other sites will not be very adaptive to the future.
  • The biggest issue is this: ever wondered what the year 2020 would mean in the workforce? It is easy to talk about baby boomer generation retiring but we have forgotten that the youngest baby boomer today is just 50 years old. So by 2020 and beyond, we will be having five generations in the workforce: Baby Boomer, Generation X, Generation Y, Generation Z and what I call the “Virtual Generation” since the end date for generation Z is 2005. So having five generations in one workforce would mean massive change management and since only two generations are “very” technologically savvy (Z and “Virtual Generation”), HR will have to evolve as well.

Having looked at the few points listed above, the question before HR is not to change that things will be as they have always been, but it is to ask the question of readiness and preparedness as against the future. Before the emergence of the 21st century; there were so many predictions and prophesies such as the world coming to an end, payroll will never rise again, HR was going to be a forgotten part of the organization to death of HR due to technologies. Guess what, we all survived and in most cases, used the 21st century to create a better infrastructure for our organizations going forward. We became that rallying voice; that voice in the wilderness, alas, we became the face of our various organizations. How did we survive yesterday? We did because we were not alien to change, we always planned ahead in fact we embraced it evenly and saved our organization(s) in turbulent times. So because we survived, we are going to change the face of tomorrow’s workforce starting from today. We need that same level of investment today in HR, talent, and social/collaborative technologies that we before the 21st century. Yes and it is now and not later, for if we could achieve this much while taking the passenger’s seat, think of how much we can do if we are in the driver’s seat? Think!!!

The new HR is here and has come to stay. The new HR will be very proactive, outward and transformational as well.

  • New HR will bring return on investment for the organization
  • New HR will be virtual
  • New HR will be focused on talent acquisition and change management
  • New HR will give you power
  • New HR will still be in the business of information and be software driven

Of course to all the theists of HR, the time to act is now for the new HR will be very progressive and proactive – one that will bring transformations to your organization. To all atheists of HR, it is time for you to sit down and understand that you can’t go far without the involvement of HR. Many businesses have failed simply because of no HR. HR is not too friendly to few but it is friendly to all; you just need a new re-education. To all “synthesists”, the yesterday’s workforce is no more and has been taken over by today’s workforce; hence yesterday’s HR which was reactive will be proactive in tomorrow’s HR.

The New HR is here…………………