There is a sharp acceleration in digital transformation of the businesses triggered by the pandemic. While most people are seeing visible signs of the transformation, the changes in HR are equally prominent.
- One size does not fit all: In a hybrid workplace, some teams will be in a common location to work. Some others will be fully remote. Some leaders believe that being in the office is necessary to create a culture that works as a binding force. Others disagree. HR must design the new workplace in every sense.
- The workers have become more autonomous: For almost a year, people have worked without the boss peering over their shoulder. Performance management norms have been created for a world which is different. Workers have learned not to glance at their peers to pace themselves.
- Career paths must be recrafted: Jobs will have to be made exciting to appeal to the individual employee. Career paths have to be respond to the new opportunities and constraints.
Tech is seeing the low-code/ no code movement
Forrester predicts that the no code development platform market will grow from $3.8 billion in 2017 to $21.2 billion by 2022. A no code platform is a tool for building software apps without coding. It will allow the users to build their own apps without writing a single line of code.
A millionaire entrepreneur recently caused a flutter when he spoke of building his entire business without a line of code. He used Gumroad for digital products, Canva for graphic design, Outseta for CRM, payments, subscriptions, email automation, and gated content in SaaS-based launches. He used AirTable for business organization, Loom for video presentations, and Zapier for technology integration. All of them are no code applications. <read more>
Think of Massive Open Online courses as the low code or no-code opportunity to learn new skills. The MIT Open Courses make the entire courseware for MIT available for free to anyone who cares to complete the course.
Time for HR to go the no-code way
I have felt that startups often flounder because they do not have enough HR expertise to tap into. The post pandemic world will need a much wider access to HR talent. Can bodies like SHRM lead the revolution to create the no-code version of HR? I would love it if 2022 becomes the Year of No-Code HR.