By: Paola Castillo
I recently attended a conference named HR Leaders Summit. HR leaders from large companies like KPMG, WestJet and DDI attended, as well as smaller businesses influencing the HR world on an international scale like Kudos (also one of our clients).
Side note: I won’t lie. Being around people 10-15 years plus into their career was slightly intimidating. However, I decided to not let my impostor syndrome get in the way, and took out my notebook and pencil.
My notes consisted of “Never thought of that before!”, “Huh… cool”, and “Well… let’s agree to disagree”. Accordingly, I am creating a three-part blog series. And because as humans we like the controversy, let’s chat a little about my “Well… let’s agree to disagree” moment first.
The Future of HR, presented by KPMG
KPMG believes that together AI and HR are creating exciting opportunities for our field, and we should embrace, not fear, this change! They also touched on human beings’ ever-growing life expectancy. They posed questions around how increasing life longevity affects our workforce, retirement, and HR’s job.
In KPMG’s presentation, they also discussed “Key Roles in the Future”. The roles they outlined are the following:
This is where I disagree. Monday through Friday I am surrounded by Employee Experience Something. And… consulting is what we do. To discuss my findings, I chose to have a 1:1 FaceTime chat with our Leading Lady (see…this is the future, 1:1’s can happen anywhere in the world). Here I learned Elevated HR has had employee experience on our business cards for 5 years. We have been teaching our leaders to approach HR business problems by understanding how the employee will experience it. For a successful implementation of Employee Experience programs, we need to design the experience from a Feelings Perspective. It’s not top down, but more so an emotional connection. So I ask myself: If we are a small company that has been influencing in this space, how can Employee Experience possibly be the future?
Another thing I learned from my chat with Michelle is that best practices are often tired practices. Although KPMG is a leader, companies like KPMG have been building and implementing best practices for over 20 years. And if they haven’t yet, now is the time to play catch up.
As for People Data Analyst, I do think HR is becoming more analytical and we need to continue leveraging human data to innovate and solve HR business problems. Take a minute and check out Deloitte’s Human Capital Analytics page, and their approach to analyzing human data.
Lastly, I think KPMG is bang on with Behavioral Scientist and Robotics Capabilities Manager. But, if I were to add one more, I would toss Onsite Behavioral Psychologist to the list. There is evidence that proves that loneliness is becoming a greater issue for all employees, and understanding how to connect and communicate is becoming more of a lost art. Thus, a psychologist can help people work through the issues in a safe way, rather than from a performance perspective. In a way, the Behavioral Scientist role may be a different solution for workplace loneliness and miscommunication issues. Meanwhile, a Robotics Capabilities Manager implies the implementation of technology and digital labour, which can result in increased security, reduced human error, and increased efficiency and speed.
Speaking of speed and efficiency… that’s my cue. Before you go too, I want to hear what you think the Key Roles in the Future are. As a thank you, I will tell you all about my “Huh… Cool” moment next week!
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