The next challenges for HR in the technological and digital field

The next challenges for HR in the technological and digital field

It is a fact that today companies must develop a digital transformation strategy to ensure their survival. The new habits of clients, the appearance of different business models fostered by digital and the threat of the emergence of digital competitors forces traditional companies to innovate and be more efficient.

Although technology is the epicentre of the change experienced by companies, there are a series of challenges that arise as a result of it. One of them affects the HR department, which is obliged to keep abreast of technological trends, know the roles involved in the teams well and be very dynamic to carry out effective management.

Do you want to know what are the main challenges that the HR department in the technological and digital sector will have to face over the next few years? We will tell you!

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Towards a new way of leading

Did you know that business leaders are paying more and more attention to the organizational structures of their companies?

Vertical systems of hierarchy are disappearing and there is a tendency to adopt a “rediarchic” structure (in a network) where they work by projects or in flexible teams.

The advantage of this type of structure is that it allows companies to be more agile and have more capacity to adapt to change. For this reason, today, professionals are looking for new ways to lead:

  • doing it in a much more transversal way
  • contributing decision making power to the rest of the team
  • betting on new management methodologies
  • creating flexible work teams composed of polyvalent members

Finding leaders with these characteristics will be one of the keys to success for those who want to adapt to change and succeed.

Professional Efficiency Management

One of the main future trends for HR managers is to become a “Professional Efficiency Manager”, that is to say, to carry out a more strategic performance and a more protagonistic role in order to make the company perform at its best, participating in everything which their people are concerned.

A process of continuous recruitment will be established in which the employees will be in permanent recruitment processes, having to pass year after year to continue in the company. At the end of the day, the main objective will be to know how much each one contributes to the company and what impact their activity has on the overall calculation of the business.

Management of multicultural teams

At present, organizations are being forced to bet on newer technologies to adjust to the reality of the market and this implies an increasing need to hire digital and technological talent.

Because of this increase in the demand for technological profiles and the low supply of existing candidates, finding these types of professionals and seducing them has become a real headache for organizations.

In order to find the “ideal candidate” many are forced to look beyond their borders and hire technical profiles from other countries (Argentina, Venezuela, Romania, Poland, etc.). This gradual increase in specialized foreigners is progressively leading to greater cultural diversity in companies, a fact that enriches decision-making and encourages teamwork.

Layer 165

However, this is an extra challenge for the HR department that has to deal with employees from different places, languages ​​and customs, which sometimes makes the team’s operation and efficiency difficult. Project managers should work hand in hand with the human resources area to form motivated teams with a common goal.

Continuous employee training

One of the main characteristics of the ICT sector is its continuous growth and its unstoppable development; any acquired knowledge evolves and changes every few years.

The metamorphosis of the sector is constant and adapting or not to it, can determine the success or failure of the business. As the extremely successful Henry Ford said: “there is only one thing more expensive than training a worker and them leaving: not training them and them staying.” Ensuring the professional evolution of employees means ensuring the company’s correct adaptation to new paradigms.

Implementing continuous learning models that allow teams to acquire skills and new knowledge is undoubtedly an added value for any organization. Training also increases the productivity of the company, improves the qualification of the workers, increases the level of competitiveness and helps to transmit the vision and business culture.

Retention of the most wanted talent

The traditional model of employee-company relationship, where the employee offered fidelity and the company continuity, no longer exists.

The IT sector, especially those of the “millennial” generation, have a high level of turnover. Did you know that the average spends about 14 months in the same company?

Taking into account the scarcity of certain highly sought profiles (virtual reality, big data, python …) it is more important than ever to invest in our own team and minimize the degree of rotation as much as possible. This fact can be equated to an affirmation of the sales world that says that “attracting a new customer costs ten times more than maintaining their loyalty.”

To ensure retention, it is essential that companies have a well-defined culture and values, but most importantly, that they know how to transmit them! In addition to this, it also helps to develop innovative environments, do in-house training and demonstrate confidence with your staff (flexible hours or work remotely one day a week for example). Finally, and although each person is an individual, we all like to feel valued and giving a certain weight in making certain decisions can reinforce the commitment to the project.

It is clear that the business world is evolving at great speed, and that one of the great responsibilities of the HR departments is the correct adaptation to a continuous change and the optimum use of each of the opportunities.

In short, the role of the HR area will increasingly have more weight in management decision making as talent management is a priority in the digital world and the engine to thrive in such a competitive landscape. Furthermore, if they are proactive, innovative and have the ability to adapt, they will greatly help the company reach its goal.



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