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To stay competitive, human resources leaders must adapt to changing trends in how people work and the ever-evolving technologies they use.
We’ve identified three key areas vital to empowering leaders to keep up with the pace of change: building and maintaining trust in an age of the human-first model; driving growth by attracting, retaining, and developing a tech-capable workforce; and innovating to scale by continually evolving efficiencies, operations, and processes.
HR leaders are shaping the future of the working world using three key strategies:
Building trust
Successful hybrid work models can be the best of both worlds. As we enter the post-pandemic era, more companies are embracing the hybrid of the in-person and remote work model. Creating hybrid work models that serve both the interests of the employee and the organization requires understanding the goals of other departments within the organization. HR can play a vital role in ensuring a successful transition.
Discover the three steps every organization can take to determine if their hybrid strategies are effective at enabling employees while meeting business goals.
Driving growth
Increasing salaries is not the only way to win the battle for tech-savvy talent. As COVID-19 has accelerated technology adoption, the demand for talent that drives technology is expanding at an increasing rate.
“Analysis of the US labor market reveals that the size of the tech workforce has grown by more than half…”
Luring top tech talent with increasing wages is one way to continue to drive growth, but it doesn’t have to be the only way. HR leaders who are able to find nonfinancial incentives will help their organizations stay competitive while protecting their bottom line.
Learn which occupations are driving the future of technology
Innovating to scale
In-the-moment workplace learning is a win-win-win. Organizations offering in-the-moment learning benefit by ensuring employees are constantly adapting to new technologies. Employees benefit by growing their skill sets.
“Deloitte Insights reports: Companies that invest most aggressively in learning and development rank highest in worker retention, innovation, and customer service. They also outperform their peers threefold in long-term profitability.”
HR leaders can play an important role, enacting these sorts of in-the-moment learning opportunities. The benefit is a win for the employee and a win for the organization and the customers they serve.
Planting seeds for the future
Launched in 2017, Grow with Google offers low-cost certificate training for people, an alternative to a traditional two-year or four-year university degree. By providing the tools, training, and resources, learners—largely from underrepresented backgrounds—suddenly can step into a career path that will make them in demand by some of the nation’s top employers. As Google created three new Career Certificate Programs—Program Management, UX/UI Design, and Data Analyst—it turned to Deloitte to provide subject-matter expertise in these fields to flesh out the programs and make sure it followed best practices and provided the correct skills and tools training employers would want.
Were these insights valuable? Connect with us to explore how Deloitte's strategic capabilities around digital adoption and change management can drive growth.
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