1.
How technology drives the self-developing organisation.
A self-developing organisation requires a unified approach
and some smart technology to enable employees to seamlessly follow their growth
paths.
Organisations
need meticulous efforts to remain sustainable and self-developing in this VUCA
world. An organisation that empowers its people to take control of their own
development and career paths is a self-developing organisation in the true
sense. However, this is easier said than done: it requires a unified approach
and smart technology to enable employees to easily find and progress along
their paths for growth.
With the
present-day workforce comprising mostly millennials, who value learning
opportunities, it becomes more important for firms to adopt the practices of
the self-developing organisation. It just requires organisations to create an
open environment where learning and empowerment opportunities are easily
available to anyone.
Only by
leveraging an efficient technology solution can employers provide staff the
right kind of environment to learn and grow independently. To create a
self-developing organisation, firms must help employees understand their
current capabilities as well as the skills required for future advancement.
This means companies need to provide actionable information to workers through
accessible platforms, so that staffs are aware of what they need to accomplish
and what skills and capabilities they need to build to successfully meet their
goals.
2.
How L&D can change organisations?
The more organisations focus on
the learning and development (L&D) of their employees, the more they stand
to benefit in the long run.
As
per the laws of human life, people enter the workforce once they complete their
education. As a result, it is only natural for them to think that their
education is over but they are mistaken; their real education, in fact, is just
starting. Theoretical knowledge just helps to get one started. Real-life ground
experience is what true learning is. Organisations, in addition to being
productive places of work, are the real-life B-Schools.
The
more organisations focus on the learning and development (L&D) of their
employees, the more they stand to benefit in the long run. It's an investment
that would pay off when the workers know they craft better than anyone and
contribute their honed talents to better the bottom lines. Plus, if you're
worried about your employee retention, rest assured once you put an effective
learning roadmap in place the retention rate is going to improve drastically.
Employees know that they add immense value to the output of their organisation;
it is only fair that the workplace contributes towards their learning and
development.
In
light of this, we have seen investment in leadership development, and L&D
as a whole has grown over the last two or three years. While this is a good
head start, organisations still have a long way to go in terms of L&D.
Currently, the major challenge facing L&D service providers comes in the
form of business metrics. Organisations need to see return on investments and
hence they are constantly asking to show impact of L&D programs and how it
changes the business outcomes. The need of the hour is for L&D service
providers to step up their game to show the impact their programmes will have
on the overall business.
3.
Innovations
in Digital HR
Technology not only streamlines the
trajectory of an organisation but also elevates success and growth, from micro
to macro level.
Fourth
industrial revolution is almost upon us and its effects have started to bring a
radical shift in the ways businesses operate. This era of emergence will be
characterized by advancements in the fields of artificial intelligence,
biometrics, nanotechnology, quantum computing, internet of things and 3D
printing, working in collaboration to process volumes of data at unprecedented
speeds.
Today,
organisations are progressively undergoing a phase of digital transformation
which is promising enough to reshape any business model. This trend is
prominently visible in the HR division, where personnel are regularly adapting
and engaging with the new-age novelties to ensure smooth communication both,
internal and external.
While
these trends are ever-evolving, it is expected that 2017 will further
restructure HR, bringing in a vast new pool of opportunities through
technology. Few of the expected developments which will surface are mentioned
below:
1.
Digital talent hunt
2.
Data Integration
3.
Facilitate online
interviews
4. Future expectations
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