Whitepaper
The Role of New Technology in Work Transformation
How to Combine Human and Technological
Capabilities for Better Outcomes
Whitepaper | The Role of New Technology in Work Transformation
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Resetting Business Priorities
Rethinking the Role of New Technologies
Building a Partnership Between People and Technolgy
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Webinar
F2F to Digital Learning – How to successfully adapt
What are the top challenges HR and L&D professionals face when switching from face-to-face (F2F) to digital learning and dealing with accelerated digital transformation? How can you overcome these challenges and what are the top things to keep in mind?
Time to Reset Business Priorities
Roles and structures should be designed around outcomes rather than tasks, giving people personal choice in determining how work gets done. Employees should be given more flexible, less rigidly defined roles – as well as the means to broaden and develop their skills and experience in line with their interests and ambitions. Staff wellbeing, diversity and psychological safety should be built into the design of work, rather than just addressed with adjacent programs.
Rethinking the Role of New Technologies
Collaboration tools are an essential first step in transforming for flexibility and responsiveness, but when your aim is to support people to act autonomously and ensure their wellbeing, you should be deploying technologies based on how they can make people’s jobs faster, smoother, more rewarding and more productive.
Think of technology as a true partner for your people and teams – easing their path, speeding their progress and enhancing their abilities.
Building a Partnership Between People and Technology
During the pandemic, HR leaders successfully stepped up to support their organizations and staff in the most difficult of circumstances. As a result, the proportion of non-HR executives with confidence in HR’s ability to navigate future changes has risen sharply from 74% to 88%. Executive teams are also almost twice as ready as before to make or refocus investments for changing business demands. In addition, almost half of all organizations now intend to plan for multiple possible futures and unlikely events, compared to less than a quarter before the crisis. Today, there is a historic window of opportunity for HR leaders to do more than simply reimagine work –by building a partnership between people and technology, they can fundamentally reshape it.