Reinventing oneself through technology, for example, is today one of the challenges for Human Resources leaders, who need to map the motivations of their collaborators by leveraging technology, which leads us to the re-humanize era. To observe, listen and act on what is valuable to the workforce.
I would summarize this new perspective in the following trend: putting technology in function of people. Talent uses digital tools to improve human connections, be more productive, and live more meaningful lives, which definitely has an impact on our growth as a society.
Prioritizing the growth of human capital not only implies opening the doors to technology, and re-humanizing its use in organizations, this decision also impacts the labor market in the following way:
– Create “Net Positive” employment expanding diversity, equity, inclusion and belonging; increasing individual employability and giving workers greater control of their prosperity so they can feel confident they have the skills for today and tomorrow.
– Reduce college degree requirements for job seekers, since many of them cannot access better jobs, despite having skills and experience that make them more qualified.
– Work on generating increased opportunities, pay equity, and advanced training for women within the labor force. This action will not only bring them back to the world of work, but will also continue to help alleviate the global talent crisis, considering that three in 10 women report less chance of being considered for promotion.
– Flexibility, it is clearly important to keep pace with the continued evolution of hybrid workbut it should be evenly distributed across all categories, not just knowledge workers.
– Seek the fullness, not only the growth of collaborators; 48% of workers say they are regularly overworked in any given week.
– Decrease the talent shortage by promoting key skills to be employed in today’s labor market, and taking into account that in 2022 75% of companies reported a talent shortage.
– Improve the skills of collaborators through the upskilling and reskilling; 57% of employees already seek training outside of work because internal company programs don’t teach them relevant skills, advance their career development, or help them stay competitive in the marketplace.
– Give opportunity to reintroducing older people to the workforce who have already retired; as only 19% of hiring managers are actively looking to hire retirees.