HR trends for 2018

Date: 03-May-2018

Future of HR

The year 2018 has increasingly complex challenges for HR and for other professionals. Artificial intelligence has introduced intellectual technology into enterprises. Such systems can communicate and collaborate with humans, learn with each interaction, follow, learn, and develop through experience.

These systems are catered images, photos, data, videos, text, and more—information with which they can develop their digital intelligence. These systems perceive, reason, learn, and interact.

How should HR act in the face of such advances?

HR professionals must be prepared and ready to:

  • Forecast the skills that the market needs for the next few years
  • Define the new skills for digital transformation, Big Data, and artificial intelligence and enable decision-making based on Big Data-predict new roles and positions
  • Predict absenteeism
  • Make virtual assistants available to employees
  • Profile top employees through statistical patterns and find these profiles inside and outside the company.

Company HR is using Artificial intelligence mainly for:

  • Automated Communication – that gives business and consumer audiences data they can use to make effective decisions.
  • Automation – that eliminates manual and repetitive tasks.
  • Monitoring and alerts – Alerts about the health of the business
  • Reporting – Automated data-driven reporting.

Know more about the uses of Artificial Intelligence in enterprises

However, given the lack of formalization of all these new techs, Human Resources must provide support to the legal department in the future challenges that will grow, especially the technological ones that often will also include people. For example, how do I sign up a bot in a system, since it is not a person or an employee? Do we categorize them as part of the non-human capital resources? How do I manage increasingly complicated values in new, flexible environments? This raises so many more questions in this field.

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