The acceleration of the digital age can seem mind-boggling at times as technological advances seek to change pretty much every aspect of how we live and work.
So how should individuals approach their careers and organisations develop their workforce strategies in the face of this confusing maelstrom of reality, augmented reality and science fiction maybes?
There is clear labour market evidence of job decline through automation (goodbye accounts clerks), technology creating new opportunities (hello data scientist) and task shifts as automation removes the needs for time to be spent completing routine tasks (thank you, AI scheduling bots).
But having the perspective and horizons to effectively incorporate these trends into fit for purpose job design is a critical part of future-proofing your organisation.
When working with clients to review workforce requirements, Melius focus on these five core questions to ensure that job design and workforce strategies are fit for the future.
1. What’s the potential for digitisation of a job role or its component tasks, today?
2. What are the personal attributes and behaviours that people need to display to be successful?
3. What are the attributes most aligned with company culture and vision?
4. What skills will post holders need to develop to maintain relevance in the medium term?
5. Is there a realistic alternative to headcount creation via digitisation or augmentation of existing capacity?
We’re a long way from human obsolescence so competitive advantage accrues from organisations ability to harness its human capital in the most effective ways. Agile, analytical, tech-enabled professionals propel businesses to achieve more.
In the most effective organisations, HR teams and talent strategies sit firmly at the top table, working with business owners in a strategic capacity to create transformational talent-driven organisations.