The world of work is, changing all the time. With this being said, ask yourself this question: Are your future-proofing your business by building the right skill set? What are you actively doing now to reskill your employees, for a new future of work? What area of HR are you reskilling?
Here are 5 areas HR leaders can consider reskilling for the future:
1. Using data analytics to improve decision-making and processes and increase employee engagement
How do you keep employees connected and engaged in this new environment or when they are a remote or Hybrid workforce? Data analytics can be used to measure how engaged your employees are and there a digital tools and apps available to make this data real-time and can assist you as an HR professional to identify your areas of focus and make data-driven decisions.
2. Find innovative ways to maintain your company culture within a Hybrid or remote workforce
The labor market has drastically changed, and although employees are seeking more flexibility to work remotely. Company cultures have been negatively impacted during the pandemic. From polarized views on masks and vaccines to lack of face-to-face interaction. As HR professionals, we have an opportunity to reskill adapt to the future of work. Whether it is having a fully remote workforce or under the new hybrid work model. Revising processes so that they align with a remote or the hybrid (partially remote and in-office) workforce and providing tools to help leaders set a tone for inclusivity that brings culture back to life.
3. Assess and align market needs and internal capabilities within your organization
Conduct market research to assess the current needs of your potential clients. Evaluate your internal skills and capabilities to assess whether or not your company can meet the desired client outcomes based on your current skills and capabilities. Conduct performance reviews to discuss skills requirements and reskilling opportunities. Some talents and passions can go unnoticed, and some of your best and brightest team members may be working in positions that aren’t best suited for them. Focus on your team’s strengths and client needs and build on them.
4. People development
A key area of focus is leadership development, digital literacy, Artificial Intelligence, and transitioning to it, communication remains a key element, innovative thinking, social and emotional intelligence, and the critical role HR plays in the changing landscape of future work models.
5. Use technology to enable productivity
From onboarding to training, to daily managing, the current largest challenge is maintaining all these processes efficiently while working remotely. Every person has had to become better with technology. COVID-19 has expedited the rollout of new technology. Identify further training to help improve your team embrace new technology and improve their digital skills.
All of the best!