How are human resource trends changing in the digital age?

What is a business’ most valuable resource? Its people.

While this might seem like an obvious answer, consider this: We all know human capital is the life-blood of an organisation, yet are we keeping track of how this valuable resource has changed over time? Without knowing where the future of human resourcing is going, how can we be sure our team is performing to the best of their abilities?

Technology has caused a great shift in the structural organisation of businesses and the ways people work best, according to Deloitte’s 2017 Human Capital Trends report. In what way have things changed, and how can we best leverage IT solutions with human resourcing in the digital age?

Business hierarchy is changing

As digital networks grow, business hierarchies change. No longer is a top-down structure compatible with business agility. Small, highly-connected teams empowered with the ability to take action will become the norm, reports Deloitte.

Agility – or flexibility – will rule in today’s digital economy. Nearly 90 per cent of participants in Deloitte’s survey rated the need for this ‘interconnected’ structure as a ‘highly important’ issue. 

People don’t stop learning

The idea that a person has a single job in their lifetime has, for the most part, gone out the window. People, especially the younger generation, expect to have multiple employers throughout the course of their working life, according to PwC’s Millennials at Work report.

In response to this, people are actively looking for ways to build on their personal knowledge base and skill set in their day-to-day jobs. By fostering this personal growth by adopting IT solutions to promote flexibility in the location and times employees can work, businesses can simultaneously encourage development without hampering productivity.

Not only are engaged employees more productive, they’re 87 per more likely to stick around.

Culture, engagement and employee experience

Culture and engagement are vital parts of the employee experience. Deloitte has identified five factors that contribute to a positive work environment:

• Meaningful work that allows for independence and autonomy.
• Supportive management with clear and transparent goals.
• A positive, flexible work environment.
• Growth opportunities, both supported and self-directed.
• Trust in leadership with transparency and honesty playing a big part.

Not only are engaged employees more productive, they’re 87 per more likely to stick around than disengaged ones, says PwC, highlighting the need for digital strategies that build on improving culture and engagement. Many of these factors can be improved with effective cross-organisational communication and collaboration technologies such as cloud computing and BYOD.

To find out more about how IT services can help your business make the most of its human capital, get in touch with the team and Imagetext Integrated Solutions today.