The digital revolution that has taken the world by storm is bringing disruptive changes in the economic, societal as well as cultural spheres of our lives. There has been an evident transformation in the way businesses work in the face of the turbulent alterations that technological advancements have bestowed on us in today’s age. The zone of commerce is in a deep need for innovative methodologies to bring a difference in the obsolete business models in order to survive & grow.
As digital modifications gain more prominence, the business realm has got pull up its socks and constitute strategies to prepare itself for an environment of uncertainty & ambiguity caused by the explosives generated by social media, data analytics, mobile, and so on. And, with such volatility in the air, the war among companies should not be for acquiring the best technology, but, for capturing the top talent in the market.
These days, the characters that define a workforce is diversity, flexibility, and mobility and the formula to lead a successful business is to maintain and nurture talent infused with skill and readiness. Which is what HR leaders are slogging to achieve.
The need to keep pace with the ever-evolving environment is making businesses desperate measures to sort out their models at every level. There is growing requirement to embed alterations in the mindset of leaders all throughout the organization which can be accomplished by adopting freshly carved talent management practices and an elevated stature given to the HR function as a whole.
HR responsibilities in the demanding Digital age
The digital culture calls for HR leaders to play four core roles of strategic partners, change agents, administrative experts as well as employee champions. Though these titles have been a part of their jobs for years now, the need of the hour is to refurbish them in order to keep up with changes that the progressive technology dictates.
HR leaders have to be the enacting force to bring positive transformation in business by driving strategies that shall make them more collaborative, process driven and adaptive. They have to be the founders of a dexterous model that owns the potential tackle and groom the digital generation.
And, as per this model a laborious digital leader must be able to:
• Adapt voluntarily to the diverse demands of a versatile workforce.
• Produce confidence in the multi-generational workforce to be more acceptable towards change.
• Adopt an individualize approach wherein they see the discreet qualities of every person in the workforce and appreciate the distinct traits of each employee
• Foster liberal thinking that lets all employees fit into the culture of the organization
• and lastly, they must have the willingness to pursue continuous learning in an evolving environment.
It is increasingly essential for HR leaders to identify the blessings granted by the digital age in the form of convenient devices that can be utilized for the development of the workforce. The process of upgrading employee skills has become modernized and has picked up speed with the support from learning & development programs built in sync with the state-of-the-art technology.
Moreover, the central HR responsibilities should revolve around analyzing the current as well as future digital abilities that have to be invested in for enticing and retaining top talent. The good news is that it is much easier to make objective decisions by taking assistance from the ingenious data analysis tools that have come into the limelight nowadays.