By Erick Wilson Wafula
NAIROBI, Kenya, Nov 21 – In a recent Human Resource Talent Summit, a forum for HR professionals to share their learnings and insight with a focus on talent management, took place last week in Mombasa, providing another opportunity for HR professionals to meet and review the year as they plan for the future.
Through the summit, the 7th of its kind, convened by the College of Human Resources Management, I had the opportunity to learn from some of the leading HR practitioners in the country.
The theme of the 7th HR Talent Summit was Future Workforce Strategies, of course, a future-fit workforce is a key ingredient of any organization with its sights on continuity and growth. Through insights from the speakers at the event, interactions with other attendees, and desktop research.
These strategies came up during the forum that can be embraced by organizations to better understand and navigate the future-fit workforce
Embrace Technology and Automation
Repetitive tasks can be streamlined by automation and AI where possible. Companies also need to invest in technologies that enhance collaboration and productivity while making sure that they provide adequate training for employees to adapt to new technologies and tools.
An example of such use could be in the recruitment process. Companies need to make sure that they have the right skills and people to execute their plans, otherwise, they will not achieve what they have set out to do. A great workforce begins with a great recruitment process.
How can they use AI in all this? An example will be through the use of an applicant tracking system that is equipped with features that will not only rank candidates based on their fit for the role but also give the recruiter recommended candidates. Already, a few companies are offering this solution including BrighterMonday.
Support remote work options to attract a broader talent pool
The world’s experience with Covid-19 has changed the rules of the game significantly. Remote work has shattered borders and significantly reduced the need for teams to work in one location or time zone.
This means that companies can hire and work with employees from whichever location, significantly expanding their talent pool. To make this work, companies can implement flexible work schedules to accommodate diverse employee needs.
They also need to foster a culture of trust and accountability to ensure productivity in remote settings.
Continuous Learning and Development
A culture of continuous learning to keep employee skills relevant.
Companies can Invest in online training platforms and courses for employees. Offer opportunities for upskilling and reskilling to adapt to changing job requirements.
A reward scheme can be introduced to keep employees motivated to take up training. HR leaders should also show a direct correlation between taking up these new skills and growth for the business and the employee at an individual level
Diversity, Equity, and Inclusion
To cultivate a thriving work environment, it is crucial to build a workplace that embraces diversity and inclusivity, recognizing and valuing various perspectives.
This entails not only acknowledging differences but actively seeking to incorporate them into the fabric of the organization.
Equitable policies and practices must be established to guarantee fair treatment for every individual within the workforce, fostering an environment where merit and abilities are the foremost criteria for success.
By promoting a culture of inclusiveness, the organization can ensure that every employee feels a profound sense of belonging, thereby enhancing overall job satisfaction and productivity.
This commitment to diversity, equity, and inclusion not only aligns with ethical principles but also contributes to the creation of a dynamic and innovative workplace where each member can contribute their unique strengths and experiences.
Agile and Adaptive Leadership
Cultivating effective leadership involves a multifaceted approach that is attuned to the dynamic nature of today’s business landscape. Leaders must hone skills that embrace change and actively propel innovation forward.
Encouraging a leadership style that responds adeptly to evolving market trends is fundamental to staying competitive and relevant.
Moreover, a culture of experimentation should be fostered within the organization, where leaders and teams are empowered to take calculated risks and view failures as valuable opportunities for learning and improvement.
This emphasis on adaptability, responsiveness, and a willingness to learn from setbacks not only fortifies the leadership team but also permeates the organizational culture, fostering an environment that thrives on continuous improvement and forward-thinking strategies.
Well-being and Mental Health
Central to fostering a healthy and productive work environment is the prioritization of employee well-being and mental health.
To actualize this commitment, organizations should implement comprehensive support initiatives, encompassing programs and counseling services designed to address the diverse aspects of mental health.
Additionally, offering flexible work arrangements acknowledges the individual needs of employees, facilitating a more adaptable and accommodating workplace. Beyond structural changes, creating a culture that genuinely values work-life balance and emphasizes stress management contributes significantly to employee satisfaction and overall job fulfillment.
By championing these initiatives, organizations not only demonstrate a commitment to the welfare of their workforce but also cultivate a resilient and supportive culture that enhances both individual and collective success.
Environmental and Social Responsibility
Integrate sustainability practices into the organization’s values and operations.
Engage in social responsibility initiatives that align with the company’s mission.
Communicate transparently about corporate social responsibility efforts.
Data-Driven Decision Making
Informed decision-making and strategic workforce planning are paramount in the contemporary business landscape, and one effective approach involves harnessing the power of data analytics.
By implementing tools for tracking employee performance and engagement, organizations can gather valuable insights that go beyond traditional metrics.
Leveraging these data-driven insights enables a deeper understanding of trends and helps identify specific areas for improvement within the workforce.
This proactive use of data not only enhances the precision of decision-making but also allows for the optimization of various aspects of employee management.
Ultimately, the integration of data analytics into workforce planning empowers organizations to adapt and thrive in an ever-evolving professional landscape.
Collaborative and Cross-functional Teams
Informed decision-making and strategic workforce planning are paramount in the contemporary business landscape, and one effective approach involves harnessing the power of data analytics.
By implementing tools for tracking employee performance and engagement, organizations can gather valuable insights that go beyond traditional metrics.
Leveraging these data-driven insights enables a deeper understanding of trends and helps identify specific areas for improvement within the workforce.
This proactive use of data not only enhances the precision of decision-making but also allows for the optimization of various aspects of employee management.
Ultimately, the integration of data analytics into workforce planning empowers organizations to adapt and thrive in an ever-evolving professional landscape.
Employee Empowerment and Autonomy
By providing individuals with the freedom to make decisions, organizations not only tap into the diverse skills and perspectives of their team members but also foster a sense of ownership and responsibility.
In tandem with autonomy, a culture of trust is vital, encouraging employees to take calculated risks without fear of retribution.
This trust not only promotes creativity but also nurtures a collaborative and innovative atmosphere.
Furthermore, to reinforce the importance of initiative and innovation, organizations should actively recognize and reward employees who contribute fresh ideas and demonstrate proactive problem-solving.
This holistic approach not only bolsters individual growth and satisfaction but also contributes to the overall vibrancy and success of the organization.
The people factor is very important for any organization. However, it is quite unfortunate that most companies do not intentionally focus on creating an environment that will enable their employees to give their best.
This is mostly a result of most business leaders being familiar with the financial and market environment without giving the same attention to people.
Forums such as the 7th Annual HR Talent Summit offer the opportunity to educate key decision-makers on how the people factor can be utilized to improve the ROI of any company.
The writer is the Head of Marketing, BrighterMonday, East Africa
