Robotization in HR is inevitable and beautiful, as it eliminates some of the routine work. TO
Robotization at times reduces jobstransforming the labor market. Professions like insurance agents, bank operators, drivers will disappear, but others will appear, because someone has to serve the robots. Qualified personnel with getting rid of the routine will have more time for training. Career growth will become predominantly horizontal. The most successful will be an employee with a winningcombination of competencies: financier + IT, engineer + medicine, manager + blockchain, and so on. Among the "personalities" will be successful specialists who own a full set of digital-tools.
The volume of the market of solutions with AI by 2020 will be $ 47billion. By 2025, the figure will increase tenfold. About 30% of companies are already using AI, and another 30% will introduce AI into their work in the coming years. With the help of AI, the subjective assessment of candidates will be reduced. Hiring "blindly" - the trend of the next yearswhen AI will conduct the first stages of selection,taking into account experience, meta-programs, psycho-type, non-verbal, honesty of candidates, compare with the company’s data and provide the customer with a “short list”. Such systems already exist: the American company Hire Vue offers a solution for evaluating and recruiting staff. AI analyzes video by thousands of different criteria. If the applicant passes this stage, he is invited to meet with the recruiter of the company.
AI is involved in surveys, evaluationstaff satisfaction, engagement and mood analysis. He is entrusted with the first stages of employee adaptation, the answers to the FAQ for beginners. Artificial intelligence will allow HR managers to spend more time interacting with employees, solving strategic tasks, and shaping corporate culture.
Russian developers have created a product based onAI and machine learning. The process is automated, starting with the publication of vacancies, search and evaluation of resumes and ending with a proposal to the applicant to record video answers to questions. AI analyzes video and provides HR results. According to the developers, the system saves up to 50% of the recruiter’s work time, which he can devote to solving more global tasks.
VR & AR
Virtual and Augmented Reality Alreadyapply in HR today. In the future, technology will become indispensable for employee training. First of all, because of the savings. Education in VR eliminates the cost of teachers' salaries, travel, depreciation of expensive equipment when using in training mode and the content of training centers. Another important factor is the elimination of risks to the life and health of employees. The possibilities of VR are endless in simulating work on potentially dangerous objects and in extreme situations.
For the training of VR staff use the worldgiants NASA - for training astronauts in finding in open space, Boeing - for training in piloting, BMW and Jaguar - prepare service engineers. The armies of Great Britain, the United States and Australia use VR to recruit under contract and train military personnel.
"Do not tell, and show that you know how." This principle in the selection of personnel choosemodern HR specialists. With the help of VR, a candidate can demonstrate his skills already at the first meeting. In Russia, there are cases on the application of virtual reality in the mass selection: the candidate is offered to demonstrate using VR his skills in assembling mechanisms, working on machine tools. Appreciate the exercise objectively will also help technology. The computer will remove dozens of indicators - from accuracy and speed to heart rate, which will tell you how confident the applicant is and is emotionally stable in their actions.
To test your cognitive abilities, HR hasat least two tools besides the one-on-one interview: video and audio interviews, as well as test programs. The obvious advantage is their distance: you can record a video or take an IQ test in a comfortable home environment, and not in an unfamiliar office. But the same test can be "screwed" psychometric and neurophysiological data evaluation system. Such systems already exist, and their developers claim: the method has unprecedented objectivity, accuracy and depth of analysis.
One of Skolkovo startups offersjob application to conduct neuroassayment. Using the method of electroencephalography to explore the brain activity during the execution of the task and on the basis of the data obtained to draw conclusions about the potential, cognitive flexibility, compliance with the position, to predict the future employee's productivity.
From automation to productivity
Automated programs and cloud solutions for accounting, accruals, recruiting, training, performance evaluation become everyday. In 2019, the focus will shift to real-time performance tracking.
Flexible methodologies are moving from IT to other areas: There are digital products that measure performance and provide instant feedback, automate the review process, evaluate, and help managers and employees actively share data and discuss KPI workers.
Johnson & Johnson decided to abandonfamiliar personnel evaluation system and launched an application for feedback, with which you can receive real-time comments from partners, managers and subordinates. During the three months of the experiment, more than 3 thousand messages were received, which made it possible to identify the “leaders of change” in the team, quickly respond to the negative, not waiting for a crisis, and get a deeper characterization of the employee.
In order to transfer the company to Agile, you canexperiment in separate teams with virtual planning boards like Trello. More experienced companies with large staff are implementing customized ERM-systems.
Time is becoming an increasingly valuable resource, so spending 23 days in a row on corporate training is a luxury. More convenient format - short lessons at any time. This takes into account the features of the clip thinking of the generation Z, whose concentration on the task lasts only a few minutes, and the micro-lessons use the attention of the students to the maximum.
Availability and mobility of this format givesthe opportunity to engage in the office, in transport on the way to work, at home or on vacation. Presence in the audience is optional, everything is accessible from a computer or mobile phone. There are hundreds of types of learning content formats: YouTube videos, computer savers, email distribution, instant messaging chats, and so on.
In the West, there are programs that allowask a question to a company expert through the training system. The competent employee leaves the answer, the system on the basis of a vote of colleagues makes the ratings of experts of the company, identifies employees with a broad outlook and the main owners of information.
Borrowing from other areas
Modern HR managers borrow a lot from marketing and customer service. Already and the name of a new profession was invented - marchar (marketing + HR). This approach allows businesses to more clearlyunderstand the target audience (potential and current employees), attract and retain staff, suitable not only for professional skills, but also values.
Marchar - the collective image of the future HRbecause it includes the above digital technologies used in business. Thanks to the new developments of HR as a service, it will be supported 24/7 through automation and robotization, while the specialists themselves will spend more time on analytics.
Track the dynamics and take processesdecisions, guided by data, not intuition. To this end, HR organizations are being created in some large organizations. Teams are more focused on business results and providing value for the employee. And to the rescue comes organizational network analysis (ONA) - how people and departments are connected within the company. We can analyze and visualizeformal and informal communication in a team, in an organization, between a company and customers, identify key factors of influence, understand how information is exchanged and where the bottleneck is, how to increase operational productivity and efficiently use talents in the company, identify employees with the risk of burning out in time .
ONA is on the rise now - and in 2019 the market of suppliers will grow, as the number of companies using this tool will grow.
The fourth industrial revolution is inevitable withoutstress. "Burning at work" in the deadline has become commonplace. Therefore, companies that care for their employees are already introducing tools for working with them - wellbeing, or wellness (from English. "Well-being", "well-being" - "High-tech"). Studies have shown that taking care of employees' health is also beneficial for the company. Both financially and reputationally. Even retired employees will be loyal to the company that cares about their health.
Health and psychological programsfinding a balance of work and personal life; investing in healthy food and comfortable workplaces; organizing various consultations;
Very important, and most importantly - a free tool inwork with staff - feedback. Previously, feedback was discussed more during the recruitment phase: it is imperative to give feedback to candidates, not to forget to inform after all the interview stages. Now it became necessary to communicate with existing employees. HR managers and managers need to see behind the numbers of people: help, guide, prompt.
The fantastic world of the future is already one footwe are on the threshold, and he really bursts at high speed into our reality. Therefore, in order not to be in the tail of this comet, you need to constantly learn yourself and help in training your colleagues. Then the future will not be frightening, but interesting and tempting.