By D. Zachary Misko
We talk a lot about talent acquisition at HRO Today. It tends to be a common thread for managers, service and technology providers, candidates, and, of course, HR. For several years, we’ve frequently heard people say, “It’s all about the people” or “Employees are your biggest asset.” And I don’t disagree. People are at the heart of so much that is important in the world of human resources. But as processes, protocols, life, people, business, and technology continue to evolve, the HRO Today Association must evolve, too.
Think of it this way: From a TA perspective, organizations will ask questions around which jobs are better suited for people and which others can be handled by automation. However, from a talent management perspective, managers will be asking how this new world of work will impact company culture. And L&D officers will wonder how automation will shape training and development plans.
There are lots of things to consider as organizations work to improve and streamline HR processes to hire, retain, and train talent. So while TA is an easy place to start the automation conversation, the impact of technology will create a ripple effect. Artificial intelligence (AI), robotics, and even virtual reality is not something new. As a matter of fact, the Stanford Research Institute created a six-foot-tall robot named “Shaky” in the 1960’s that paved the way for what we know AI to be today, 50 years later. So, it’s no surprise that a McKinsey report from 2017 predicts that robots will take over 800 million jobs by 2030, affecting one-fifth of the global workforce.
The point is: Technology was bound to catch up with HR sooner or later and impact the workforce. But how will you keep up? The HRO Today Association will embrace the topic of AI, chatbots, robotics, and the continued impact of technology on HR. We have sessions already planned for the 2020 Association Conference, monthly thought leadership councils (TLCs), panel discussions, and committees that will evaluate and discuss how robots and AI may impact HR standards and practices.
From a partnership standpoint, the potential is limitless in how service and technology providers can help organizations evolve, gain speed to market, and move profitably into the decade ahead. HR managers will have some tough decisions to make in this regard, and the HRO Today HR Procurement Center has launched its first of several tools and resources to help. This includes a provider certification program to help make the selection and partnering process easier and more successful. Certified service and technology providers have been evaluated against industry standards and benchmarks, and have been vetted by HRO Today to ensure ethical standards of operation and customer satisfaction. Some may compare this to a virtual Consumers Reports for HR.
Technology is an industry that has disrupted HR many times before—by the creation of the applicant tracking system, the rise of social media in recruiting and marketing, and the introduction of video interviewing and mobile phone interfaces. So how will it work out this time? Join the HRO Today Association and learn, share, network, develop new tools, and gain access to resources above and beyond those in your organization. Plan to attend our Association Conference in Philadelphia next year in November 2020 by marking your calendars now. We’re all living it. We might as well take a driver’s seat to share ideas, build, grow, and learn!