Human Age, the big trend in people management
Posted: Thu Dec 26, 2024 4:04 am
It is undeniable that in recent years we have witnessed a true paradigm shift in the area of people management .
The world has changed rapidly and organizations and employees want and expect things that are very different today from what they wanted five or ten years ago.
We are in what experts call the " Human Age" , an era in which Human Potential plays a key role in differentiating organizations and in their economic growth. Therefore, there is no doubt that the focus must be on people!
The truth is that employees are increasingly demanding of the organization, they israel whatsapp number database agility, speed, digitalization, automation, to have relevant information always available, without having to search for it and that helps them make good decisions.
Focus on experience
One of the pillars of people management today is the attention paid to the employee's experience and the relationship they build with the organization, which begins to be built from the very first contact. Both the welcome and integration phases are therefore decisive for whether they stay or leave.
On the other hand, the new generations, the Millennials and the next generation, are arriving in force in the job market and their characteristics are, without a doubt, influencing the way organizations interact with their employees .
These are more digital and more impatient generations, who want interactivity and immediacy, simple, fast and fluid processes .
These are generations that quickly feel frustrated and that have forced Human Resources departments to be concerned about the experience throughout the entire period of the relationship with the employee.
The era of collaboration and co-accountability
Employees increasingly want to feel like an integral part of organizations, have an active role, be heard and feel that their opinion counts.
Having abandoned the concept of labor suppliers, in this so-called "Human Age" we now talk about the supply of skills .
We are talking about people who are no longer just looking for a source of income, but also for personal and professional fulfillment , for challenges and learning - the so-called co-responsibility -, for new experiences.
Commitment to the organization
At the same time, organizations want to attract and retain the best talent in a market where (depending on the area, of course) resources are increasingly scarce and it is increasingly difficult to retain them.
For this retention to happen, especially in this "Human Age", it is necessary to create conditions for employees to commit to the organization, motivating them and ensuring their loyalty.
Continuous feedback
Some examples of attitudes that can foster this commitment are: providing continuous feedback to employees, giving them the information they need to make decisions or improve the analysis of the progress of their work, creating the conditions for them to always feel supported.
In the "Human Age", it is very important to create conditions for a transversal dialogue, simplifying the interaction between the employee and the various units of the organization .
Having transparent processes, in which the perception of the various stages is intuitive, even for those who are not experts, is essential to create this commitment.
All this without forgetting the need to create conditions for harmonization between professional and personal life .
Work-life balance
Although there is no longer a complete separation between personal and professional time and space , and it is true that today these two dimensions frequently overlap, we must never forget that maintaining space for both to separate and reconcile is essential.
Automation of HR processes
In this "Human Age", several studies and indicators point out and prove that another of the major trends - this one more transversal - is Robotization and the widespread use of Artificial Intelligence (AI) . In this case, we are referring to a more circumscribed process, in which AI can be applied - one in which repetitive and standardized tasks are candidates to be performed by Bots or intelligent systems , replacing the human.
Now, one of the areas where this trend is already noticeable and has been deepening is, precisely, in the area of activity of HR technicians. Many of the tasks they perform today are repetitive and standardized or standardizable. An example of this is the recording of holidays, absences, overtime, salary processing, issuing receipts, sending official statements , and the evolution is almost obvious: dispensing with humans so that they can dedicate themselves to tasks that generate more value for the organization and more personal fulfillment for themselves.
Using AI, it is also possible to perform validations based on patterns and historical data , alerting the user to possible errors that might otherwise escape their notice. It is also possible to anticipate certain scenarios that will lead the user to act rather than react.
Automation promotes the valorization of human capital
This automation or robotization allows HR technicians to have more time available to focus on value-added tasks , those that machines cannot do because they require characteristics exclusive to humans, such as emotional intelligence and creativity.
When these operations are automated , they can then focus on designing career models, defining salary policies and performance compensation .
The world has changed rapidly and organizations and employees want and expect things that are very different today from what they wanted five or ten years ago.
We are in what experts call the " Human Age" , an era in which Human Potential plays a key role in differentiating organizations and in their economic growth. Therefore, there is no doubt that the focus must be on people!
The truth is that employees are increasingly demanding of the organization, they israel whatsapp number database agility, speed, digitalization, automation, to have relevant information always available, without having to search for it and that helps them make good decisions.
Focus on experience
One of the pillars of people management today is the attention paid to the employee's experience and the relationship they build with the organization, which begins to be built from the very first contact. Both the welcome and integration phases are therefore decisive for whether they stay or leave.
On the other hand, the new generations, the Millennials and the next generation, are arriving in force in the job market and their characteristics are, without a doubt, influencing the way organizations interact with their employees .
These are more digital and more impatient generations, who want interactivity and immediacy, simple, fast and fluid processes .
These are generations that quickly feel frustrated and that have forced Human Resources departments to be concerned about the experience throughout the entire period of the relationship with the employee.
The era of collaboration and co-accountability
Employees increasingly want to feel like an integral part of organizations, have an active role, be heard and feel that their opinion counts.
Having abandoned the concept of labor suppliers, in this so-called "Human Age" we now talk about the supply of skills .
We are talking about people who are no longer just looking for a source of income, but also for personal and professional fulfillment , for challenges and learning - the so-called co-responsibility -, for new experiences.
Commitment to the organization
At the same time, organizations want to attract and retain the best talent in a market where (depending on the area, of course) resources are increasingly scarce and it is increasingly difficult to retain them.
For this retention to happen, especially in this "Human Age", it is necessary to create conditions for employees to commit to the organization, motivating them and ensuring their loyalty.
Continuous feedback
Some examples of attitudes that can foster this commitment are: providing continuous feedback to employees, giving them the information they need to make decisions or improve the analysis of the progress of their work, creating the conditions for them to always feel supported.
In the "Human Age", it is very important to create conditions for a transversal dialogue, simplifying the interaction between the employee and the various units of the organization .
Having transparent processes, in which the perception of the various stages is intuitive, even for those who are not experts, is essential to create this commitment.
All this without forgetting the need to create conditions for harmonization between professional and personal life .
Work-life balance
Although there is no longer a complete separation between personal and professional time and space , and it is true that today these two dimensions frequently overlap, we must never forget that maintaining space for both to separate and reconcile is essential.
Automation of HR processes
In this "Human Age", several studies and indicators point out and prove that another of the major trends - this one more transversal - is Robotization and the widespread use of Artificial Intelligence (AI) . In this case, we are referring to a more circumscribed process, in which AI can be applied - one in which repetitive and standardized tasks are candidates to be performed by Bots or intelligent systems , replacing the human.
Now, one of the areas where this trend is already noticeable and has been deepening is, precisely, in the area of activity of HR technicians. Many of the tasks they perform today are repetitive and standardized or standardizable. An example of this is the recording of holidays, absences, overtime, salary processing, issuing receipts, sending official statements , and the evolution is almost obvious: dispensing with humans so that they can dedicate themselves to tasks that generate more value for the organization and more personal fulfillment for themselves.
Using AI, it is also possible to perform validations based on patterns and historical data , alerting the user to possible errors that might otherwise escape their notice. It is also possible to anticipate certain scenarios that will lead the user to act rather than react.
Automation promotes the valorization of human capital
This automation or robotization allows HR technicians to have more time available to focus on value-added tasks , those that machines cannot do because they require characteristics exclusive to humans, such as emotional intelligence and creativity.
When these operations are automated , they can then focus on designing career models, defining salary policies and performance compensation .