As organizations are emerging into the new reality and aftermath of COVID-19, they are confronted by a range of challenges including the double disruption of automation and the changes brought about by virtual working. Up until the beginning of 2020, remote working was slowly increasing in popularity. When the world went into lockdown, it became the norm. Also, many companies were left with no choice but to furlough or lay off thousands of workers. Many of the latter have had to reskill in an attempt to find new jobs. New roles and skills are now needed and also a realization that the current workforce isn’t necessarily the required workforce of the future in terms of shape, size, skills and organization. We also see significant attitudinal changes where different generations want and expect new things from work, including purpose and wellbeing. All of this points to the reality that the old certainties about people management seem to no longer apply. There is no well-worn playbook to follow, and no one has written a new one...yet.
While CEOs and CHROs are not in total agreement about whether HR has delivered the leadership needed responding to this very human crisis, they are aligned on one thing; if HR is going to respond more effectively to future disruptions, it needs to completely reinvent and transform itself. It needs to stop being an administrator and become a value driver—and it needs to be heavily involved in authoring this new playbook.
Human centered, outcome oriented, digital first HR
Focusing on four distinct, mutually reinforcing capabilities that enable a more purpose-driven culture anchored by Environmental, Social, and Governance (ESG) commitments..
Evidence-based decision making balanced by the organization’s core purpose. Positions HR as the predictive engine that leaders and the business seek.
Digital Service Experience
Focus on valuing employees and leaders as ‘customers.’ Embracing technology to increase connections and supporting an overarching people agenda as tasks and roles are redefined.
Use future scenarios to predict, plan and execute on workforce changes and requirements to buy, build, borrow or automate.
Learning in the Flow of Work
An integrated look at all aspects of how workers build skills that are needed to be successful and taking a learner-first approach.
Driving tomorrow's HR, today.
A tidal wave of change positions the human resources organization to transform, lead the employee experience and drive the shape of the workforce that will lead the business to where it needs to go next.
Contact us today to accelerate your human-centered digital transformation journey.