Three Future Trends in Human Resource

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  • 5 years ago
  • Posted: April 15, 2015 at 9:08 am

 The future is here and it has come with the pressure to adapt to the rapidly changing technology landscape. It has come with the pressure to constantly innovate and revolutionize all industries towards sustainability. There are forces that propagate trends that restructure the avenue of Human Resource, putting it on the cutting edge of quantum leaps into new ways of doing tasks.

Organization prompted by Digital Technology

 The human resource should know how to tell a specific story behind any provided data. This is mostly done through organization of data and collaboration with other departments or organizations. HR brings forth more disciplines like sociology, psychology anthropology and also communication. One of the most remarkable ways to tell a story is by using digital technology which incorporates all this into action that can be extrapolated by other departments.

In data organization, diverse data pays less attention to answers and pays more to questions paused. The HR depicts good opportunities to lead the organization in developing and asking good questions, which at times maybe probing ones, in approaching data and hence leading the way in encouraging others to also have an approach to the data.

Digital technology comes and assists HR to make such fundamental decisions that impact the whole of the organization. Especially, in healthcare-new trends in digital technology such as the internet of things will tremendously affect the idea of healthcare, making medicine more personalized and less mechanical. This technology alters ways, in which doctors and patients relate, not to mention how doctors-to-doctors do so, too.

General diversity

The HR has a strong role in this, however a gap has been discovered on where the HR is and where it thinks it should be. One may say that for the multigenerational workforce preparation intermissions behind the reality. The current generation has a lot of knowledge and once they leave then they carry their knowledge with it. To remedy this, many organizations have come up with reverse mentoring programs younger and older generations share knowledge on technology skills and general knowledge.

One may wonder whether the organizations are doing enough to make the organizations diversify generally. Well, there are a lot of challenges involved such as time and tools but if provided then the challenge may be fixed. In as much as diversity is useful it can also be hard to manage. This is where keen balance is necessary to drive this effort towards an innovative way in which different workforce generations can work in unity for both their sustainability. No more is this important than in healthcare because the generational gap that exists between contemporary doctors and older ones is key to creating a thoughtful system of operation within the medical faculty.

Sustainability

 This is a new trend which the HR has become involved in and has a lead on. The HR allows for a manageable work environment where it creates optimal balance between demands of work and slack in a specific system that allows flexibility and innovation in terms of amount of rest and working time. The HR has to be empathetic and should create wellness against the work notion by being mindful. This is possible by for instance, taking two minute breaths so as to increase focus and also relieving stress, much like what the Japanese do in their corporate offices, taking short-breaks to stretch and possibly meditate.

Positive impacts of the future trends

 Positively, a lot of impact can be drawn from such trends. First off, the reconfiguration of the workforce talent pool will be streamlined most especially by adopting new sourcing strategies so as to much talent and task, which iskey to the strategic intent of an organization. Not to mention the increased ability to be able to tap talent and skills from anywhere on the planet-the beauty of Digital Technology.

Another positive consequence will be the nascence of an extend workforce-organizations will be able to take advantage of the extended workforce-basically forming a huge network of workers such that it is able to redefine its mission, vision, and mandate to maximize the strategic value of the workforce and organization in general. Sustainability brings about a continuum that builds the confidence in everyone involved, particularly by considering social drives towards the democratization of labour and work.

For instance, in healthcare, the new trends create what can be aptly described as the New Medicine, which makes the patient or prospective patient their own doctor, and if effectively makes the doctor like a personal butler, meaning a digitization of the bedside manner, as it were.

Negative impacts of future trends

 Negatively, a lot of resources such as money and time are integrated to put all these trends together and to come up with new HR trends. Healthcare requires is both a capital and labour intensive industry, therefore the amount of resources available might not always be able to cater to the development of HR.

If these were ignored, then we are talking about curtailing the economic growth of any organization for that matter. It was Abraham Lincoln that decreed on the importance of Labour over Capital, which effectively means that the HR is the lifeblood of any organization leave alone the money.

We all need doctors, nurses, so if these treasured individuals are not managed properly, then the mismanagement will ultimately trickle down to the patients thereby creating chaos. The HR in healthcare must have impeccable organization, especially fueled by digital technology, superb diversity as iron sharpens iron and only through collaboration with other departments and people different from us can there be progress, and last but not least, sustainability, which is essence of any organization-sustain the HR, and you sustain the world goes the maxim.

Trend with the most impact

 Sustainability will have the most impact in healthcare precisely because it creates trust between HR and the other relevant stakeholders. It comes in many forms, and in this day, it is driven by the knowledge economy, especially in technology. Sustainability prompted by technology relies on data, information that can be used to derive the desired results towards making a positive impact in entirety of the industry. So it remains in the interest of any organization to develop a sustainable HR that builds on trust and knowledge.

Preparations for future trends

 Today’s HR department has plenty to do to prepare for these trends, especially by setting aside resources that will prop up during the developmental stages. They need to position themselves for these paradigm shifts, and the only way to do this is incorporate each of these trends first-hand in the overall strategic drive of the organization, particularly setting the foundations for constructing an agile organization. Singularly, in healthcare, HR needs first of all to create a collective unit of work that prides itself in its ability to create sustainable networks through collaboration in global health trends, building a strong stakeholder foundation, which includes the patients, and ensure that everybody in the network shares the strategic prophecy, even with other avenues or departments-balance is the essence of wholeness.

What is your opinion on the topic?
Stefan Wolf
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