Talent Development and Advanced Technology

HR Digital Transformation

In an era where Digital is affecting nearly all businesses, companies are developing their digital transformation strategies to get in the pace. For those who were not totally convinced about the importance of Digital, the actual pandemic proved that point and has been the cause of companies worldwide starting their digital transformation plans.

Human resources have always played an essential part in the change culture of an organization, yet they are often the one lagging when it comes to technology and innovation. Technology is advancing at a pace where Human resources and sometimes even front-line managers are struggling to follow the technological trends and advances related to their business fields.

While the world is getting ready for Industry 4.0, Talent management and development teams are also adapting and adjusting their services to be able to manage the actual demands of talents, training, and career development. Some organizations might be just starting their digital transformation, leaving spreadsheet as main databases, and moving to HRIS. However, the industry is already moving into cognitive computing with the rapid advances in Machine learning and Artificial intelligence. The need for systems to learn, reason and interact with humans has never been so high.

Yet we are facing an AI skills shortage globally, forcing giants like Google, Amazon, Microsoft, Facebook, and NVIDIA to get involved by investing globally in AI-focused labs and training facilities. Moreover, experts are either already hired by giants and big companies or prefer to work as consultants and keep their freedom.

HR Organizational Change

One of the main challenges of talent management teams is to make the change happen internally before being able to help to operations teams. Human resources are changing their internal organization and hierarchies to adopt more flexible processes. More and more HR teams are now recruiting technical profiles to assist them and help collecting and automating processes. Though HRIS are helping a lot replacing traditional ways of keeping data, the data must be transformed into useful information. Projects becoming more complex, talent management teams are moving to an agile approach, breaking complex projects into smaller parts that can be implemented incrementally, providing small but continuous values to customers. Today, we can find a huge list of project management and collaborating SaaS tools that are designed specifically to help teams applying agile methodologies to their projects and go beyond just post-its and boards. Those tools are helping teams to not get too far from customer needs.

Technology is transforming the way talent management teams are bringing values to their customers, whether internal or external. Though without being flawless, application tracking system (ATS) is one of the biggest changes in talent processes. ATS has become the norm for recruiters as the system is parsing huge amount of data from resumes and help filtering candidates, making them save time and focus more on people-oriented tasks. A data-driven approach is essential to transform HR and talent management.

Technology to assist managers and training development

The idea of working from anywhere has been around for a while and has also been brought forward again with the pandemic situation. Videoconferences software are popping out of every corner of the web and some like Zoom already secured their position as leaders. Managers are now facing the challenge of managing their remote talents workforce. Not been able to see your colleagues and get direct non-verbal feedback does make it harder to assist them. Imagine having to onboard a newcomer remotely, without proper tooling and organization, the newcomer might suddenly feel lost and unaccompanied, losing motivation in the job. While those are hard challenges to tackle, we are in the digital era, where solutions to those problems either already exists and or the reach of organization’s staff to develop and deploy by taking advantage of available technologies.

Non-linear careers are also becoming the new norm. Companies having new needs and constantly innovating, it is obvious why they are looking for candidates that can adapt to frequent changes. Careers are no longer ladders with straight pre-formatted paths. Talent development teams need to arm them with the right training tools to be able to deal with this new norm. Having only face-to-face training providers, often with outdated content is not sufficient. More and more companies are turning to massive online training courses (MOOC) and other online training solutions, often in the form of pre-recorded videos, with innovative ways of teaching important topics to help employees evolve in their new positions. Some of those tools often make use of machine learning to analyze the employee performances during training and propose new courses to help closing the gaps.

While those online courses and videos are helping to close the gaps. Knowledge-based websites such as forums, Wikipedia, vendor documentation or other dedicated websites still plays a big role in assisting employees in their day to day job. Some technologies might be so fresh that proper training content is not available. Having to search and deal with huge amount of information surely slows down processes.

Chatbots are one of the most promising technology, helping to solve the above problem. Chatbots are not only used to assist booking appointments on facebook pages. They are rather evolving as smart assistants capable of digesting huge amount of data and helping their users finding the right information which will help them solve their problems. Think of a chatbot assisting a newcomer, providing valuable information about the company, answering questions that the employee might be afraid to ask to their HR teams. Those bots might even be doing part of their job allowing them to focus on non-administrative tasks. Advances in Natural Language Processing (NLP), machine learning, combined with the huge volume of data available and computer processing power have made all this possible and we are only scratching the surface.


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