By Daniela Mendonça, president of LG lugair of people
2017 says goodbye leaving a legacy of many transformations. Starting with the profound changes that technology has brought to the job market. It is a consensus among scholars that the corporate world, the economy and society in general already experience the Fourth Industrial Revolution. The pace is accelerating. Day after day there are new rules for business, for the way you attract, recruit and develop talent. After all, almost all
business practices are being affected, from learning, management, to the definition of work itself.
That is why, in 2018, CEOs, HR managers and leaders must keep an eye on some challenges that will impact companies' productivity and also change the relationship of corporations with their employees.
Robotization in the labor market
With the arrival of Robotic Process Automation (RPA) solutions, the use of “robots” or “bots”, automation systems that work in conjunction with other machines, it is possible to carry out activities, which until then could only be performed by people, with greater precision and very high performance.
For it to become viable, it is necessary that the tasks are repeatable, scalable and have a continuous flow of information, such as the receipt of resumes and filling in information from candidates in other software, within a selection process, for example. In this scenario, the RPAs will compel professionals who currently work with operational activities, regardless of the area, to develop themselves for a creative profile that needs more reflection, critical thinking and less repetition.
Humanized management
At the same time that these systems gain space, companies also realize that it is necessary to invest in humanized management. With technology performing routine activities, it is possible to spend time in a closer relationship. In this scenario, the challenge for managers is to reconcile the employees 'personal and professional goals with the companies' strategies, as well as maintaining the organization's productivity.
The purpose of this practice is to value the interaction and the well-being of employees in favor of better results for the company. In a competitive professional market, humanization is also an important tool for retaining talent. In addition, the exercise of this type of management directly reflects the humanized service of customers by employees: if they experience, they are more likely to also practice.
Inclusive leadership
Another fundamental issue is diversity in the corporate environment. Working with different ethnicities, races, beliefs and genders in teams can bring a series of benefits to companies. The first is to make work processes more creative and efficient. As a consequence, employees will feel more motivated.
A survey conducted in 2015 by the Harvard Business Review revealed, for example, that in companies where the diversity environment is recognized, workers are 17% more engaged and willing to go beyond their responsibilities. It was also identified that the existence of conflicts is 50% lower than in other organizations. This means that when we work in an environment that accepts differences, we also feel more comfortable learning, taking risks and contributing.
Technology
2018 will mark the consolidation of the use of artificial intelligence, people analytics and games in the business world. In 2017, these technologies started to be adopted and some companies already understand how they can apply these tools to optimize the work of their teams.
The investment in people analytics, a fundamental tool for strategic people management, comes with more strength. This platform groups information about people in one place, providing more assertive conclusions for HR and managers, who need to make decisions based on concrete data and not just on feeling.
eSocial
In closing, we could not fail to quote eSocial. The federal government project, which will unify the way companies provide their labor and social security obligations, comes into force in the first month of 2018 and is divided into phases to facilitate adaptation. However, the biggest challenge for companies is the change in culture. Therefore, the project will move organizations and managers and not just the HR area, as many believed in the beginning.
You can already see that 2018 will be a busy year. Challenges and changes will not be lacking for executives and their teams. But it is possible to go through this stage with more tranquility. In what way? Invest in technology so that your bureaucratic processes become automated and accurate and also to make the right decisions, increase productivity and reduce overhead. But above all, develop your human capital and value your company's most important asset: people.
business practices are being affected, from learning, management, to the definition of work itself.
That is why, in 2018, CEOs, HR managers and leaders must keep an eye on some challenges that will impact companies' productivity and also change the relationship of corporations with their employees.
Robotization in the labor market
With the arrival of Robotic Process Automation (RPA) solutions, the use of “robots” or “bots”, automation systems that work in conjunction with other machines, it is possible to carry out activities, which until then could only be performed by people, with greater precision and very high performance.
For it to become viable, it is necessary that the tasks are repeatable, scalable and have a continuous flow of information, such as the receipt of resumes and filling in information from candidates in other software, within a selection process, for example. In this scenario, the RPAs will compel professionals who currently work with operational activities, regardless of the area, to develop themselves for a creative profile that needs more reflection, critical thinking and less repetition.
Humanized management
At the same time that these systems gain space, companies also realize that it is necessary to invest in humanized management. With technology performing routine activities, it is possible to spend time in a closer relationship. In this scenario, the challenge for managers is to reconcile the employees 'personal and professional goals with the companies' strategies, as well as maintaining the organization's productivity.
The purpose of this practice is to value the interaction and the well-being of employees in favor of better results for the company. In a competitive professional market, humanization is also an important tool for retaining talent. In addition, the exercise of this type of management directly reflects the humanized service of customers by employees: if they experience, they are more likely to also practice.
Inclusive leadership
Another fundamental issue is diversity in the corporate environment. Working with different ethnicities, races, beliefs and genders in teams can bring a series of benefits to companies. The first is to make work processes more creative and efficient. As a consequence, employees will feel more motivated.
A survey conducted in 2015 by the Harvard Business Review revealed, for example, that in companies where the diversity environment is recognized, workers are 17% more engaged and willing to go beyond their responsibilities. It was also identified that the existence of conflicts is 50% lower than in other organizations. This means that when we work in an environment that accepts differences, we also feel more comfortable learning, taking risks and contributing.
Technology
2018 will mark the consolidation of the use of artificial intelligence, people analytics and games in the business world. In 2017, these technologies started to be adopted and some companies already understand how they can apply these tools to optimize the work of their teams.
The investment in people analytics, a fundamental tool for strategic people management, comes with more strength. This platform groups information about people in one place, providing more assertive conclusions for HR and managers, who need to make decisions based on concrete data and not just on feeling.
eSocial
In closing, we could not fail to quote eSocial. The federal government project, which will unify the way companies provide their labor and social security obligations, comes into force in the first month of 2018 and is divided into phases to facilitate adaptation. However, the biggest challenge for companies is the change in culture. Therefore, the project will move organizations and managers and not just the HR area, as many believed in the beginning.
You can already see that 2018 will be a busy year. Challenges and changes will not be lacking for executives and their teams. But it is possible to go through this stage with more tranquility. In what way? Invest in technology so that your bureaucratic processes become automated and accurate and also to make the right decisions, increase productivity and reduce overhead. But above all, develop your human capital and value your company's most important asset: people.
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