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Due to the Covid-19 pandemic, we have been able to detect the fastest digital transformation of businesses around the world. By the time the pandemic is over, we can only see business operations as they were before, but I hope to continue to make small fundamental changes dedicated to the future.
What kind of "potential new businesses" are and what kind of impact can it have for HR? What about the interaction between entrepreneurs and employees?
Perspectives On New Workplaces
In times of epidemics, such operations have proven to be effective in dividing up teams and managing operations. Expected operating figures going forward –
- The increasing number of distributed workplaces can be divided into teams that can move around and become a new way to operate regularly. As employees, choosing a place to live close to the office and commuting will no longer be necessary. By opening up these roads, it will be possible to recruit employees from anywhere in the world. Employees of the future may not see each other at all, or they may have to sit close together and manage.
- Manage work shifts alongside temporary staff with permanent staff to improve operational efficiency. You may have already seen this kind of change in other industries, for example, restaurants are now using delivery apps to deliver parcels. They make payments to the employees after completing a project or a small matter and check it carefully. This type of business is able to choose their own working hours and locations, so they can draw convenient work schedules and it has become widespread in many industries.
- You'll also be dealing with tech-savvy employees looking for a hands-on, collaborative experience. As digital technologies become more and more used in industries, the need to hire tech-savvy employees is increasing.
Challenges of Small Businesses
"New businesses that will be able to operate normally" can be said to be good from various perspectives, but there are challenges for small businesses.
- Poor business performance can occur due to business planning without external engagement of employees. How can you be sure of their office attendance and performance?
- It is a business administration system that cannot be abandoned. The system of sorting and sorting with traditional documents is quite impossible to manage employees who are far away.
- Changing information to digital technology may also lead to changes in legal provisions, so business compliance may also increase.
- Non-digital systems may require less experienced employees to adapt to their new environment and new activities.
What will be the role of HR in the future?
Everyone is aware of the rise in unnecessary cases due to the epidemic. It is a matter that mainly concerns many employees, and there are two possible reasons. Many workshops are still under pressure to make a profit and continue to reduce staff. At the same time, digitization of operations is making traditional routines seem like extra work.
The World Economic Forum's 2020 Future of Work study revealed the top 10 jobs that will be redundant in the future. HR professionals are still involved in those 10 jobs. According to the 2019 KPMG 2019 survey, 60 percent of HR professionals have no plans for digital transformation in 2019. Pioneering business methods include HR technologies that manage payroll and employee scheduling, so it's quite different from the Third Industrial Revolution.
So, how should HR adapt to the fourth industrial revolution? Regarding this matter, according to Rahm Emanuel, the chief of staff of US President Barack Obama, he said, "Don't waste the great crisis that we have encountered." It's true that this pandemic has shaken HR professionals, but it's also given them opportunities to turn digital to their advantage.
Recruiting Digitally
A prime example of using RPA is recruiting. Typically, these processes involve significant workflows and non-redundant activities. Scheduling interviews to hire new employees and place them on the job; Application collection; This will include self-searching for approvals and document searches.
Temporarily Displaying And Exploiting Personal Capabilities
Another opportunity created by the pandemic is to put excess capacity to good use in relevant areas. For those who are really capable, there is no work for them, so these will be short-lived. Employees are now able to show off their performance all over the world as they work in distributed locations.
In conclusion, the Covid-19 pandemic seems like an opportunity for HR professionals to better their place in the fourth industrial revolution. This is the time when technology should be used to replace redundant business needs and repetitive tasks. In addition, it is true that individual employees can work with the digital system and show their own capabilities in a relevant field for a while.