#Nextchat: Reshaping the Future of Work in 2018



Today’s workforce and workplace trends are rewriting the traditional rules of work. Everything we’ve ever believed about how, where and when work happens is rapidly changing. And this is driving organizations to quickly reassess the ways in which they will design jobs, organize work and develop employee skill sets so that technology and people can work together for future growth.  

According to Ultimate Software’s Vice President of Human Capital Management Innovation, Cecile Alper-Leroux, in her blog post Reshaping the Future of Work in 2018 “we are facing significant new technology and cultural forces, from artificial intelligence, workforce fluidity and hyper-personalization, to the demand for equity and inclusion. These phenomena are reshaping the future of work, resulting in three megatrends for HR to prepare for in 2018: people-first artificial intelligence (AI), highly individualized leadership, and breakthrough diversity and inclusion.”

Artificial intelligence—The application of AI in the world of HCM reinforces the role of human intelligence in solving problems individually and collectively. HR managers will use people-first AI and machine learning to better understand how to motivate employees, effectively recruit and retain talent, and improve employee experiences at work. For example, AI can alert managers to increasingly negative sentiment in employee feedback within a department facing a morale issue or suggest ways to reword a job posting to be more inclusive.

Hyper-personalization—The need for leaders to focus on each employee, as opposed to taking a one-size-fits-all approach. Today’s workers prefer a culture that values the whole person, with an understanding that different employees need different styles of management, and that guides meaningful, purposeful, and productive work and careers. The most effective managers will adapt their personal management styles to the individuals they manage to motivate their success at work. 

Diversity, equity and inclusion—DE&I initiatives will have to go beyond HR into the mainstream of every organization and will require a mind shift from largely compliance-driven D&I models. Rather than a must-do, socially responsible initiative, organizations will realize that human diversity drives better business performance and innovation. Virtual technologies will assist in overcoming unconscious bias in recruiting, performance management and pay equity.

Please join @shrmnextchat on January 31 at 3 p.m. ET for #Nextchat with special guest Cecile Alper-Leroux (@cecilehcm).  We’ll chat about how HR departments can continue to evolve their workplaces for the ever-changing future of work.

Q1. Which workplace or workforce trend is most affecting your job as an HR professional in 2018?

Q2. How are you currently using or do you plan to use HR technology that incorporates artificial intelligence to better understand employee motivation, gauge sentiment and improve the employee experience?

Q3. How do you think artificial intelligence will best serve the HR profession going forward.  Where will it have the biggest impact?

Q4.  What are some techniques and strategies that can help HR departments infuse a DE&I mindset into the mainstream and culture of their entire organization?

Q5.  Hyper-personalization is a workforce trend where leaders focus on individual employees, as opposed to taking a one-size-fits-all approach.  What are the DOs and DON’Ts of hyper-personalization in talent management?

Q6.  How can organizations begin to shift away from compliance-driven D&I models? 

Q7.  How can HR remove bias from recruiting, performance management and pay equity to build organizations with the diversity needed for the future of work?

Q8.   What advice can you share with other HR professionals for building a workforce culture in which everyone feels they belong?


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