09 Nov The Now and Future of Work

We recently held a webinar with HR Curator’s Dave Millner where he and Talegent’s Beth Sketcher discussed how HR can, and should, add value to the new world of work we find ourselves engaging in, leveraging some useful data along the way.

Future of work and disruption by the pandemic

In identifying what the future of work will be, and how HR can get there, it is crucial that we acknowledge the impacts covid-19 has had, such as forcing new work patterns and often overwhelming people.

To begin with, employers need to begin with resetting. By focusing on employee wellbeing, we can begin to move forward beyond covid-19. This can include developing work patterns to suit individuals and managers monitoring their team’s wellbeing.

Next comes renewing. HR needs to enable openness and connectivity within the workforce, and this begins with understanding the role of virtual leadership and management. In creating digital spaces and processes for teams to stay connected and in being open about changes that are occurring, HR can guide their organisation towards the now of work.

Finally comes thriving, this is not a static stage but one that will continue to evolve. We don’t currently know what the new normal will be, but we do know that employee experience is key to creating it.

These stages indicate a lot more change, but what impact may this have on HR?

In working for the future, we must be cautious to not revert to the HR comfort zone (operational focus) rather than added value strategic focus that can be implemented. Research for Dave’s recent book, Introduction to People Analytics, highlighted the need for 3 D’s to drive HR agenda – Data, Design and Digital. These opportunities for HR exist, we just need to find them.

HR needs to further develop a commercial perspective as we look to 2021 when every cost will be scrutinised whatever size your organisation is – data provides that evidence. Data, analytics and evidence is the key for HR if we really want to be a trusted business partner.

For this, we need to incorporate more analytical data to HR processes and use the data properly. In using the correct technology to track and gather data, and aligning with all ethic and privacy guidelines, HR can begin to change the workplace mindset and culture around using data for HR. A simple place to start is to use hiring data to enhance onboarding. If your candidates go through assessments (which is a great way to gather objective data) you can use their results to create a personalised onboarding program.

Hear more of Dave’s insights by watching the on-demand webinar here.