Top 30 Future Technologies & Their Impact on Future of Workforce & Workplace – Part I

Technologies that are present have become omnipresent & very soon pass the threshold of necessity for businesses & communities. This will empower & help people/employees/Organisations/environment adapt to the new easier ways of work & living.

Technologies such as Advanced Materials creating Biomimetics replicating nature more efficiently to newer touch interfaces & the proximity sensors will change & bring in a paradigm change in our day to day as we experience them.

Here Iam making an earnest effort to apply these emerging & full-scale technologies as visualized through the lens of Human Resource Practices & its impact in the future of workforce & workplace with their varied value creation opportunities not only for Organisations but communities around.

These 30 Future Present Technologies would define everything from how a cup of coffee would taste to how employee wellbeing is centrally monitored to enable a workplace rich with experiences & empowerment in enterprise & community value creation

 #1: Artificial Intelligence/ML/DL:

AI/ML with Deep learning is programming employee experience into much richer & efficient system taking away deep insights & engineering better performance & productivity. AI’s ability to process large amounts of data structured & unstructured & learn from it to enable decision supported by deep learning would transform the way we experience our day in many significant ways. Some insights of applications of this are

Buddy from EY (Ernst & Young) has an AI onboarding chatbot which ensures all 400,000 odd employees get a user experience well defined & uniform that it turns & aligns a new hire on day one of onboarding into a wonderful integral activity creating a WOW

Robot Vera a voice bot which can perform 1,000 screens in each hour as against an HR who would need upto 10 or more days.

Recruiters would turn into selling roles & careers doing away with interview assessments with AI playing a role in enabling assessments, interview administration, selection & offers all with an experience created filled with fun like in the case of Pymetric which lets a user/prospect applicant play games & choose a right fit.

Mya saves upto 60% of screening time for prospects & release recruiter time devoting into other critical aspects of Candidate experience & career mapping

#2: IOT: In the year 2008 even with less of an advent of the present day disruptive technology penetration, there was an Insurance Company which had a device/sensor crudely/force fitted into employee’s skin surface to be able to monitor health indicators of the assured 24x7. This gave rise to the IOT market in a big way. In HR space this is going to be in big use with employee tracking & performance management areas. I would say this would be embedded not physically but on areas of work monitoring employee outcome if unimaginable ways. Sometimes to the benefit & at other times not so much as it. I visualize a special application of IOT sensors in the mining space where employee wellbeing could be monitored in tough working environments to increase wellbeing & prevent disasters from occurrence.  

Face Recognition technology as an IOT, maps visitors to public places and runs to a predefined eligible list of success profiles to alert them of vacancies around. This is already in use in some countries and Organisations which use to Realtime alert prospects on vacancies, it is like google glasses, for places of interest in more targeted manner

Sensors have tremendous usage in the employee wellbeing space where a simple Fitbit or iWatch could sense & alert users or Organisations in ways unimaginable a few years back.

Now, wearables heading in a big way towards the industrial sector, as gadgets offering dynamic protection that assists in safeguarding employees whose work involves extreme/hazardous conditions.

IOT brings alive the world of n=1 that CK Prahalad evangelized in his 2008 book The new age of Innovation. With sensors in action the value that an organization could derive out of various IOT devices integrated with People Analytics is very vast & focuses on exponential benefits that open.

#3: Mobile/Social Internet:

Employee engagement is a vital differentiator in a modern Digitized Employee world, more so with a workforce whose majority are Millennials, however this key aspect could be difficult to achieve —A recent Gallup study on engagement puts the engagement at 29% & the rest either not engaged or actively disengaged

As HR Leaders focus on increased engagement amongst its workforce they could either make or break your organization.

Employee’s love their jobs where Technology has played a vital role in improving work-life balance or in the least providing work-life flexibility. One can only imagine, the engagement fallouts where technology is ancient to say the least.

Considering Mobile devices becoming the backbone of, ease of use & of higher engagement amongst millennials, it forms to be a sound strategy to deploy & use mobile solutions for day to day Talent Management, improving experiences & deriving outcomes hitherto unknown.

Millennial’s in large numbers today, rely on Mobile devices living through making their lives easier & more enriched. Millennials now expect a consumer style experience to everything around them to enliven the atmosphere around & with an approach of anytime anywhere, be it information, services, products etc. This also saves time & energy in devoting to tasks that are more enjoyable and create value. This key differentiator is seen more & more as a key driver in shaping HR Practices relying heavily on

In HR space, there are now a multitude of systems that are supported on a mobile device be it with as critical as leave & attendance NEXAEI to having fun with the network of people placed in remote parts of the world by engaging them on common tasks. Mobile devices have become the one device that is created the information of the world on your palms as a device.

The areas where mobile devices in employee life cycle can influence positively & create high impact are Corporate Communications, HR Operations & Benefits administration. These now have evolved into more niche HR Delivery areas of Employee Wellbeing Management, Realtime Engagement etc.

Organizations now pick and choose the right tasks to mobilize - those that are common or high-value and that which can be completed in less than a minute creating a wow experience which enriches. Mobile micro apps bring in a renewed channel of communication between employees & the organization, thus improving engagement manifold.

To Be Continued....