Transformative Tech Changes Will Produce Disruption
Forced into decentralization by global emergency, many companies are now contending with a total shift in technology that has had, in some cases, unforeseen consequences for traditional areas of operation like Human Resources. Here we’ll explore complications to expect in 2021, and going forward, owing to this technological shift.
Your company needs to have the right sort of infrastructure in place as regards computational equipment and connections to do this. Many companies are decentralized already to the point where there is no specific “address”, all employees work from home and telecommute via zoom anyway. If this is the case, designing appropriate protocols for HR facilitation is wise.
HR needs specific software for the task if that’s affordable. If it isn’t, then you’ve got to identify precise needs as regard the management of your workforce, and find tech solutions that fulfill those needs.
Those presiding over a company’s HCM needs will have to take into account “gig” options as regard certain operational requirements. There’s no need to retain a full-time contractor when the boss can just grab a guy from Task Rabbit to fix an issue with the downsized office. Also, travel that’s decentralized often involves Lyft over, say, a company bus.
The interaction between employees who aren’t part of the “gig” economy, and those who are, could be an issue for the HR department; so protocols need to be developed for increasingly prevalent circumstances of this kind.
There will always be a place for flesh-and-blood employees; but that place is smaller than it was, and will continue to downsize until a department once holding twenty now only needs two.
That reality needs to be understood, planned for, and properly managed by those involved in HR across your company’s surface area.
As cloud computing becomes more central to HR operations, software to manage things like payroll will be increasingly necessary. Finding and implementing solutions such as HR Payroll Systems is better done sooner, rather than later.
However, solutions like AI are becoming a mitigating factor in HCM operations worldwide. What makes sense is a balanced approach incorporating multiple legacy and modern approaches to HCM.
As restrictions come or go regarding hiring quotas for specific “underprivileged classes”, be ready to turn on a dime when political winds shift—this could happen in 2021; just for evidence, look at the recent GameStop fiasco on Wall Street.
Their entry into the market has been known since about 2019, but as of 2021, it’s getting real momentum. Keep this in mind as you consider which tech you want to use. While the billionaire “big boys” may have some substantial advantages, there’s also the possibility they overplay their hand.
Understanding Potential Tech Issues To Stay Ahead Of Them
New players in the game, better analytics, diversity considerations, wellbeing markets, the things AI can and can’t do, cloud-based HCM, personnel elimination through tech solutions, “Gig” economy considerations, general decentralization and Zoom will likely all exert some level of influence on your HR department throughout 2021.
Getting ahead of potential issues requires knowing how things stand at your company presently, and how you can most efficiently contend with these likely disruptions. Preparation is like emergency rations: it’s better to have it and not need it, than need it and not have it. Accordingly, these disruptions are worth preparing for even if some don’t directly affect you.
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