Remember just a few years ago when we started to see a flurry of articles, presentations, and even books about the topic of “Workforce 2020” that offered predictions about what work and workplaces would be like at the then far-off-into-the-future year of 2020?
I am not sure why authors and consultancies fixated so much on the year 2020. Maybe it just sounds fun to say out loud and it also had the benefit of seeming so distant that you could plausibly predict just about anything short of we’d all be commuting to work in flying cars and you’d probably get away with it.
Let me see if that still holds today -- here is a 2020 prediction for you:
“In 2020, organizations will have access to powerful technologies that automate every HR and talent management process, can apply sophisticated machine learning capability to predict workforce events like attrition and job-fit, and since these technologies are all delivered via THE CLOUD, they will be accessible and affordable for every organization, regardless of their size.”
Wow, amazing! And what is more amazing is that all of those things exist TODAY, and we don’t have to wait until 2020 for them. Which is a really good thing because I am not sure if you have noticed, but 2020 is really not that far off anyway. We have spent so much time thinking and talking about 2020 as some vague signpost in the far distance that it has just about snuck up on us.
But the good thing is that since 2020 really isn’t all that far off, we can offer better, more reasoned, and more valuable predictions about what it truly will be like, and we can start making more concrete and specific plans for how in the next five or so years, leading up to 2020, our HR teams and our organizations can best utilize technology to improve work, workplaces, and drive organizational success.
Please join @shrmnextchat at 3 p.m. ET on October 14 for #Nextchat with special guest, HR Technology Conference Co-Chariman and Co-Host of the HR Happy Hour Show, Steve Boese (@steveboese). We’ll take a look at the next five years of HR technology and chat about what HR leaders should be thinking about -- and preparing for -- with respect to workplace technology in 2020.
Q1. What are the key considerations for HR leaders as they begin to plan their HR tech strategies for the next 5 years?
Q2. What are some ways to tie the HR technology strategy to the organization’s long term business and talent strategies?
Q3. How will changing employee demographics and their expectations for technology change how HR leaders deploy technology in the next 5 years?
Q4. What area of Human Resources (Recruiting, Performance, HR Admin, etc.) will technology have the largest impact upon in the next 5 years?
Q5. How does the increased reliance on technology to enable HR service delivery change the role and competencies required of the modern HR leader?
Q6. What should HR leaders look for when evaluating HR technology solution providers over the next 5 years?
Q7. What is your one wish for your ideal HR technology solution that you’d love to see created by 2020?