Research* shows that successfully adapting to the modern and future workplace requires a complete shift in the way employers and employees think about rapidly evolving technology.
A white paper by Elizabeth Judson, head of client experience at AfterAthena, part of the Napthens Group, says companies looking to grow should take an agile approach to innovation and new technology adoption to ensure employee buy-in. states that it must be maintained. their business culture.
The study, titled “Technology and the Future of Work,” also shows that HR professionals are at the center of ongoing technology changes and the implementation of strategies to adapt to future technologies. .
Reviewing the changing technology landscape of the UK workplace to help employers capitalize on the opportunities presented by new technology, while assessing emerging challenges, managing risks and helping staff adapt to unprecedented change. We propose strategies for
Citing reports and studies, Elizabeth said that while artificial intelligence (AI), robotics and automated equipment are having a positive impact on work overall, the increased use of technology is affecting a wide range of people, including young people. It emphasizes that it will have an uneven impact across sectors, locations and demographic groups. People, low-income people, women, low-educated people.
To address the challenges of changing ethical and legal aspects and technology, Elizabeth thought:
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Transforming jobs – research by Patrick Brione, head of policy and research at the Participation Association (at time of publication), shows that while many new jobs will be created, they will not necessarily be in the same places, sectors or locations. It has been shown that there is no limit toSkill sets are lost, negatively impacting certain segments of the population
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Surveillance, Surveillance, and Privacy – focuses on algorithms used by employers to coerce and control employees in undetectable ways.
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Bias and Injustice in AI and Algorithms – Rachel Levine, solicitor at St. John Street Chambers 9 It warned that it could contain bias and prejudice.
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Rachel also highlighted the challenges in defending automated decisions by employers in discrimination claims in employment tribunals, for example when an employer attempts to defend a claim without understanding the information that the AI tool has been trained on. He also emphasized the challenges of
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Employee health and mental health – Patrick Brione reveals that a third of UK employees are unable to switch off during their personal time, and 40% do so at least five times a day outside of working hours. I found myself checking my work phone and email.
Regarding the impact of technology innovation on HR in particular, Elizabeth focused on the “dramatic changes” including the so-called “physical” experience (the fusion of physical and digital experiences), and said that digital transformation will revolutionize HR. However, the human touch remains essential.
Some of the ways new technology is being actively integrated into HR include:
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Algorithms that automate and power HR decisions such as hiring, redundancy selection, and performance management
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People analytics and data-driven decision making
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AI automation – AI tools can help HR teams recruit staff, assess how employees are feeling, and support HR functions such as performance management and redundancy selection.
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Learning and development – Use virtual reality (VR) and augmented reality (AR) to train staff on high-risk tasks, track engagement, course completion rates, and knowledge retention with data analytics, and use AI tools to create customized learning materials.
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Use AI to monitor your employees and their activities.
Elizabeth’s assessment of the central role of HR professionals in implementing strategies for the future technology landscape includes research from the Chartered Institute of Personnel Development (CIPD): . will be implemented.
“They need to stay abreast of rapid developments in the field, rely on solid evidence, and actively engage with the organization's key stakeholders to share a human-focused technology strategy. .”
The CIPD states that HR professionals are “critical friends” and act as “sounding boards” where technology may impact on work and workplace technology that may impact on workers and employees. He emphasized the need for a place in the boardroom to ensure an active leadership role in all discussions about the issue. their work.
Elizabeth recommends HR strategies to successfully manage technology transformation, including:
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Stay informed about technology trends
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networking and collaboration
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Monitor legal and regulatory changes and comply with requirements for technology adaptation and advancement
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Continuous training and skill development
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Improving data literacy skills
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Using technology to develop a holistic approach to health and wellbeing, including flexible working
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Implementing workplace policies regarding acceptable use of generative AI
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The plan is to deploy algorithms while ensuring that human managers have ultimate responsibility for decisions in the workplace and standards for ethical use regarding bias, fairness, oversight, and accuracy are agreed upon.
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Workplace monitoring – Train line managers to listen to staff needs and concerns, with employers being open and transparent about such monitoring.
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Train your employees to be vigilant about cybersecurity threats and best practices and protect sensitive information.
In closing, Elizabeth said: “Successfully adapting to the modern and future workplace will require a complete change in the mindset of both employers and employees. The working world is changing rapidly and is likely to continue to change.
“An agile approach to innovation and the adoption of new technologies is therefore key, as is a desire for continuous learning.
“Employers need to secure buy-in from the workforce, which requires involving employees in decision-making and sharing in the productivity gains that result from the introduction of new technology.”
*After Athena
