The rapid march of technology is undeniable. Every day, it reshapes industries, redefines roles, and demands a new way of thinking about work. Yet, I often observe a disconnect, particularly in the realm of Human Resources. The question isn't whether technology will change HR; it's whether HR will change before technology leaves it behind.
We are at a critical juncture where HR must transition from being a reactive administrative function to a proactive strategic partner. The digital landscape, as outlined by various civil service and general employment opportunities, underscores the need for adaptability and future-proofing skills that HR is uniquely positioned to cultivate.
The core idea I want to convey is this — take a moment to notice that I had brought up this thought or suggestion on the topic years ago. I had already predicted this outcome or challenge, and I had even proposed a solution at the time. Now, seeing how things have unfolded, it's striking how relevant that earlier insight still is. Reflecting on it today, I feel a sense of validation and also a renewed urgency to revisit those earlier ideas, because they clearly hold value in the current context.
I've long championed the idea of foresight in organizational strategy. Indeed, my own "Blog Genie" tool, developed by Kishan with valuable inputs from Manish Chauhan and utilized by Sanjivani Kadam, is designed precisely to unearth these past reflections, showing how I've anticipated many of today's challenges. As I noted in previous discussions about the tool, it serves to demonstrate how I was often "the first to see this problem several years ago, AND I was the first one to come up with some concrete SUGGESTION / SOLUTION to this problem" Creating TWO blogs per day, using BLOG GENIE tool.
Consider the impact of Artificial Intelligence, a topic I've frequently explored. I emphasized that AI is not just a technological advancement but a fundamental shift requiring organizations to embed it systematically for sustained competitive advantage. We recently saw this proactive approach at LTIMindtree, where Nachiket Deshpande was appointed to lead a new AI services business group under the leadership of CEO Venu Lambu LTIMindtree creates New Global AI Services Role for COO Deshpande. This move validates my belief that AI cannot just be an afterthought; it needs dedicated leadership and a strategic organizational architecture.
Similarly, futurists like Peter H. Diamandis speak of a transformative shift in economic opportunity driven by declining production costs, hinting at new industries and business models Low Cost Production and AI. This impending economic revolution demands that HR, too, anticipates and prepares the workforce for these shifts, focusing on reskilling and adaptability rather than merely maintaining the status quo. My own writings, dating back years, frequently touched upon the necessity for organizations to be agile and responsive to changing landscapes, understanding that the only constant is change.
HR’s true power lies in shaping the future workforce, not just managing the current one. This means:
- Strategic Workforce Planning: Beyond headcount, understanding future skill demands and proactively building pipelines.
- Continuous Learning & Development: Implementing robust programs for upskilling and reskilling employees to navigate new technologies like AI.
- Fostering an Adaptive Culture: Creating an environment where change is embraced, innovation is encouraged, and employees feel secure in their evolving roles.
- Leveraging HR Tech Strategically: Using technology not just for automation, but for deeper insights into talent, engagement, and development.
My focus has always been on foresight and preparedness. The categories in my blog archive, such as "AI," "Jobs," and "Training" Search Blogs by Topic Keywords, demonstrate a consistent concern for how technology impacts human capital. It's time for HR to take the lead, shaping the human element of the digital transformation rather than merely reacting to it.
The challenge is clear: HR must evolve its mindset and capabilities to not just keep pace with technology, but to anticipate its impact and strategically guide organizations and their people through the coming waves of change.
Regards,
Hemen Parekh
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