𝗧𝗮𝗹𝗲𝗻𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: 𝗔𝗜/𝗠𝗟 𝗰𝘂𝗿𝗯𝗶𝗻𝗴 𝘂𝗻𝗰𝗼𝗻𝘀𝗰𝗶𝗼𝘂𝘀 𝗯𝗶𝗮𝘀; 𝗮𝗺𝗽𝗹𝗶𝗳𝘆𝗶𝗻𝗴 𝗳𝗮𝗰𝘁-𝗯𝗮𝘀𝗲𝗱 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝗺𝗮𝗸𝗶𝗻𝗴

The recent layoffs at companies like UKG and Intuit due to reallocation of additional budgets for AI Development from the HR budget makes the debate of acceptance of AI/ML in our work and workspace more interesting.

On the other-hand, the discourse around a purported “suicide by an overworked robot” in Japan grabbed global attention in recent weeks.

The two contrasting developments makes the industry introspect about whether the corporate HR function is prepared to tackle such unforeseen changes?

Offering my insights on two areas of HR management in the changing context and what is in store.

𝟭) 𝗧𝗮𝗹𝗲𝗻𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀:

𝗶) The HR talent management and analytics will have to be real time, amenable to different types of slicing and dicing for better insights and fact-based decision making.
𝗶𝗶) Various sub-systems of Talent Management including PMS, C&B, Career Planning will need to be integrated for effectively addressing talent management and organizational issues.
𝗶𝗶𝗶) There will be increasing demand for Talent Intelligence and Predictive Modelling in HR.

𝟮) 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁:

𝗶) From ‘one size fits all’ approach and largely ‘once a year engagement survey, the employee engagement will shift to daily measurement of the ‘pulse of the employees. It will lead to cohort-based engagement solutions.
𝗶𝗶) Deep tech will help in capturing the ‘voice of the employees’ on a real time basis. This will help organization identify who the real influencers, ideators, innovators and executioners, are.
𝗶𝗶𝗶) It will also give a sliced view on the vulnerable segments of employees and how best to engage with them to better their alignment with the organisational goal, value system and improve productivity. The organization’s culture will become more dyadic and participative.

Let us gear up for exciting changes. What are your thoughts?

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