Should Future HR Managers Rely Only on Technology?

HR is becoming more complex all the time. For a start, it’s more hybrid, with gig employees making up a larger percentage of the workforce. In the near future, demand for gig workers is expected to rise from 77% to 94% for support services, and 63% to 94% for corporate staff. 


It doesn’t help that “job for life” is no longer part of the lexicon, so there is also a lot more movement into, out of, and within the enterprise. Today’s employees are looking for new challenges, positive corporate culture, and opportunities to advance their professional horizons and discover their personal talents and capabilities, and you need to meet these expectations if you hope to retain them. Close to three-quarters of workers are more likely to remain at a company that offers skill-building opportunities. 

On top of all that, the impact of the pandemic, plus the existing drive towards digital transformation, has made change management more pressing, more challenging, and more frequent, further complicating the picture. 

HR managers today need to gather employees’ data so as to keep track of all the capabilities of each individual, in order to know how best to support them, what to offer them, and how to put those skills to best use. But at the same time, you need to keep track of the makeup of your teams and the organization as a larger whole, so you can respond to changes in your industry and be ready to mitigate risks and seize opportunities.

It’s not really possible to handle this without the help of new technology, but is tech all you need?

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