Will This Prediction Happen? – Pragmatics Transformation for HR to Know

January 8, 201910:22 am898 views

Forrester, an American research company, has gathered information for HR to know and anticipate in 2019. Forrester mentioned that in 2019, HR transformation will go pragmatic. It means that leaders need to tackle down challenges in order to keep the business grow. Some of challenges mentioned in the study were organisational readiness, technical debt, data governance, and aging brands. It was also mentioned in the study that change and growth cannot be promising to businesses if the economic prediction of downturn prove true. Therefore, leaders should create a more durable and potent foundation.

Here are several points as to which human resources leaders should pay attention at work, according to the research:

1   Customer experience remains under fire

The research found that 20 percent of brands will give on strategic customer experience (CX) initiatives and resort to price reduction for short-term gains.  It means CX will remain dangerous as it will show a gap in customer’s sense of emotional engagement and loyalty. It was predicted that in 2019, you will see a strategic and structural mismatch between what CX needs to do and what CX is allowed to do.

See also: Retaining Top Performer: Know What Makes Your Employee Happy

To anticipate this, most companies will try to make more gains in find-fix or nondisruptive enhancements. Some companies can also put financial points on the board by returning to old-school methods such as price discounting to attract more customers.

2   Employee experience takes centre stage

In 2019, low employment and high quit rates will further magnify the importance of talent. About 85 percent of employee experience (EX) measurement efforts will fail. Executives, on the other hand, will reignite change management efforts, substituting targeted EX initiatives for previous year’s broad-based culture efforts. By helping workers better focus on their most important work, this effort is expected to address crisis of workplace distractions and increase employee satisfaction and productivity. However, Forrester noted in their study that the onslaught of misguided and incomplete employee measurement efforts will degrade, rather than improve, employee experiences.

3   The world goes to Zero (trust)

We are not going to have second cold world war but we are in a kinetic cyber war among nation states. Forrester predicted that nations will be warring on economic advantages, including Russia, China, North Korea, Iran and others combine to escalate cyberwarfare.

Adding to this point, the existing level of cyber threats already represents major risks to all companies, high-wealth, and public individuals. In 2019, it will be the year when government and companies turn to Zero Trust. If it is proved to be true, then Cybersecurity will continue to command headlines in 2019 as Zero Trust commands budget and action.

4   AI builds a foundation

In 2018, there are three factors where AI wasn’t fully adapted in workforce:

  • AI had insufficient information architecture – Most firms were struggle with basic data governance issues and AI was not data-ready.
  • AI was too horizontal – Most proofs of concept either singularly tested the technology or minimally applied AI to the firm’s specific operations.
  • AI was too confusing – The ability to explain and audit AI is at best opaque. Thus, it limits business leader’s ability to understand and trust AI.

However, in 2019, robotic process automation (RPA) and AI will join forces to create digital workers for more than 40 percent of enterprises. Companies will, in this matter, claw their way out of data debt, to some extent because of General Data Protection Regulation (GDPR) and escalating security concerns. In this year also, firms will put more potent building blocks in place to accelerate their ability to meet AI’s extraordinary promise.

5   Robots reimagine talent management

2019 will be the year where talent leaders will start to execute two interrelated strategies centred on a robotics quotient (RQ) and a good-to-great hiring and development strategy. 25 percent of leaders will use automation to address the talent scarcity squeeze and will give up on waiting for expertise – hiring for ‘good’ and building to ‘great’, that’s the aim. That being said, using automation to free up time, headspace, and funds to develop the needed expertise is in the future.

To read the full paper download here.

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