What Will Drive The Future Of HR?
In an age where Google has structured
our data, in work we still use
the humble resume, invented by
Leonardo Da Vinci in 1482. This
means the quality of our career
data is poor, making it hard to find
suitable candidates, and for workers
to find work. A new infrastructure
for work is being built by the
technology and staffing industry,
using blockchain and AI technology.
The new infrastructure will
allow people to have sole ownership
of their digital identities and
career credentials in secure digital
wallets. Over time, more efficient
and fairer peer-to-peer work
matching platforms will mean
there is a more direct relationship
between employer and worker.
In the 2020s as work unbundles, it
will rebundle into interesting new
forms. We will see an increasingly
decentralized workforce earn
more from work platforms,
bringing more diverse groups into
the economy. This will unleash
networks of teams to accomplish
work projects.
The work to find and contract
with new workers for teams will
be automated using insights
from a broad set of data. This
will enable more frequent and
frictionless matching between
people with skills and work to
be done.
In this scenario, the role of a
people function will include
supporting diverse self-sufficient
teams using workforce
technology, to ensure compliance
and that company strategy is
being delivered. Instead of using
the management processes we
inherited from the last century,
leadership will involve nurturing
talent networks.
When thinking about the future
of people management today, like
in the past, it is helpful to focus
on the emerging changes in our
society, how organizations are
changing, workforce economics,
and wider technological changes.
Further Reading
Blockchain and the Chief Human Resources
Officer – Transforming the HR Function and
the Market for Skills, Talent and Training –
PDF Report with a foreword from Don
Tapscott.
Andrew Spence is an experienced
Workforce Strategist who writes
the Workforce Futurist Newsletter.
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