The past few years have redefined HR in more ways than one. We’ve seen a more efficient hybrid work model, the emergence of the metaverse, and also the unfortunate tech layoffs.
The talent market is witnessing a tremendous shift. We are at a point right now where leaders are thinking of eliminating “toil” (tactical and highly manual) by getting rid of it through emerging technologies like ChatGPT.
To make such a shift happen, HR has to take this as more of an enterprise initiative than a practice-driven one. Job roles will need changing, processes will be modified, and new objectives will be planned going forward.
For example, a financial advisor may only need to answer methodical questions soon because technologies like ChatGPT will handle simple queries.
HR will need to keep up with the pace of the global business ecosystem to power up their efforts. In order to bring integral value to the organization, here are some opportunity areas HR can target to make an impact that’ll last long.
Ensuring Success in a New Role
Role transitions are happening faster than ever. This has made it essential to map out emerging and premier skills with an area. How these skills are supported and utilized by people inside the company is equally important.
This will require a skills-driven network that thought leaders are associated with. HR leaders can be a big part of making this happen. Mapping out skillsets against key roles is critical because it provides an eagle’s eye view of the macro and micro talent ecosystem and its trends.
Mapping Tangible Transitions
Skill transitions have to be mapped to be targeted and effective. This is critical to ensure that your workforce moves in the right direction with the necessary skill sets to ensure long-term success. This also helps understand the future fit of the workforce to your business objectives.
If HR can define and communicate these transitions granularly, it will not only bring clarity to HR operations but will also ensure a structured HR process which is all the more necessary in 2023.
Creating an Inclusive Talent Strategy
While we are celebrating inclusive milestones achieved through policies and procedures, we should also not forget that inclusivity is equally taking a hit in 2023. Last week, Saudi Arabia said that Rayyanna Barnawi, its first woman astronaut, would go on a ten-day space mission with the rest of her team.
Around the same time, Susan Wojcicki, the head of YouTube, quit. We’re seeing a trend in which more women leaders in high-tech companies are giving up their positions. Just last year, Sheryl Sandberg left her role as COO of Meta.
Noting this, inclusion in all of its forms, including gender, race, and skills, will remain a key HR goal in 2023. Forming inclusive policies that are fair in assessment is critical in maintaining a balanced and high-performing workforce.
Doing more with Early Career Roles
Many enterprises have only just begun to look at how early career roles can be used to their competitive edge. There is a lot of room for innovation, but as part of being ready for the future, we should learn how to best use early career talent across the enterprise.
This group is precious to modern organizations because they have the skills to think ahead to lead companies through digital transformation. They can help increase your return on investment (ROI) through innovation, give insights into how the market is doing, and deliver winning ideas coming from a diverse group.
Even though the business world is uncertain, companies must continue investing in young talent to build their future workforces.
Rise in HR Technology
HR executives are quickly putting technology into their work systems, and why not? The future of HR is most likely to be tech-driven. Traditional HR needs talent intelligence today to break out of its limits and explore the full potential of talent management.
In 2023, talent intelligence will be the most critical HR technology, which will only improve in the years to come. Talent intelligence is the perfect blend of talent management and AI backed by massive amounts of data.
The rise of Applicant Tracking Systems, Recruitment Platforms, Reskilling Simulators, and Workforce Planning Platforms will change traditional talent management.
Companies in the Fortune 500 are now using talent intelligence platforms like Draup For Talent, which shows a strong move toward AI-powered talent management.
Every opportunity discussed above can be captured using one all-inclusive Talent intelligence platform, Draup for Talent. Spanning over 4Mn+ career paths, 750Mn+ professional profiles, 30k+ skills, and 100k+ courses across 33 industries, Draup for Talent provides an Eagle’s eye view of the entire talent ecosystem.
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