Future of Talent (FOT) retreats are relaxed think tank experiences.
It’s an opportunity for Talent leaders to take a step back and rethink where and how they compete, and how they can help employees and candidates cope with disruptive technological changes.
This year’s FOT retreat will focus on five areas:
1) A.I., Intelligent Process Automation & Digitisation
Artificial intelligence (A.I.) is key to how humans will work in the future.
Advances in analytics, automation, and the Internet of Things, along with innovations in areas such as machine learning and artificial intelligence are showing promise of reducing costs and speeding transactions thus improving the candidate and employee experience and productivity.
These tools have the capacity to transform experiences in many ways, often by creating the potential for self-service. Process automation and digital tools are reshaping time-consuming transactional and manual tasks that are part of internal work streams, especially when multiple systems are involved.
Professor of Artificial Intelligence Toby Walsh, will explain A.I. and provide a context for discussion and decision making. Kevin Wheeler will explore some of the tools that are automating processes and offer thoughts and practical advice what they can actually do for us.
2) Design Thinking & Process Redesign
Candidates and employees have more choices and expect more.
Demand for skills has grown faster than the supply, which has made this even a larger issue than it was. There needs to be a shift from uncoordinated efforts within HR siloes to an integrated improvement program organised around candidate journeys.
From being a candidate to an employee should be seamless, streamlined and integrated. Rather than continue to use individual, stand-alone technologies and operations in a piecemeal manner inside siloes, we need to transition using them in combination and in the right sequence to achieve impact.
In the words of GE’s Jeff Immelt, put in place “a local capability inside a global footprint.” We will have an interactive session where we will use the principles of design thinking to explore ways of changing how we work.
3) The End of Jobs: Networks & Skills become key
Organisations are moving away from hierarchy and functions to networks and teams. What is driving this? Why is it significant? How does it really work?
Work has become collaborative, often virtual, interdependent, and requires a mix of skills and talent that is constantly changing, churning and evolving.
Jobs are atomising – jobs that were highly specialised are beginning to be broken up into constituent parts.
The gig economy, the shorter-term nature of many projects, and the constant churn of development will force a very different approach to how we look at work and who does what needs to be done.
Searching for skills and finding expertise in networks will become a dominant trend over the next few years. Workforce composition – the mix of permanent, temporary, contractor, consultant, will also become a core requirement for HR to grapple with.
4) Recruiting/HR as a platform
An emerging trend that we believe will gain traction this coming year.
With technology providing us with an instant, automated and sometimes predictive front end to recruiting, the future may see HR and Recruitment operating as a platform. In this model, Hiring Managers are empowered to use a variety of digital tools enabling them to create job descriptions, post to the best sources, screen candidates, schedule interviews, etc. without needing to directly consult a recruiter.
The role of the recruiters changes to that of a talent advisor and coach.
As we move into the gig economy, new issues arise making it even harder to verify worker claims.
With so many different assignments, a gig worker and may develop a variety of skills and experiences that are hard to document and verify. They may have also taken self-learning or online programs and through those have gained new skills and abilities.
As the Contingent Workforce grows blockchain may be the solution we need— a single record of education, dates of employment, licenses that can be accessed by a potential employer but Blockchain is currently a bit mysterious and hard to understand. Very soon, we’ll be using it for legal services, to secure a home purchase to transferring money, even for your medical records.
In this session, we’ll explore who is working on Blockchain for HR, when it will be functionally available, what the benefits and risks are and importantly, we’ll enable to you to have informed discussions on behalf of your talent function.
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