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Transforming the Workplace- Guiding the Shift from Traditional Employer to Employer of the Future

Transforming the Workplace- Guiding the Shift from Traditional Employer to Employer of the Future

Hello. Welcome to my presentation on changing from being a traditional “1980s-style” employer to an “employer of the future.”

This presentation will begin by providing a brief introduction to the concept of the employer of the future, followed by characteristics of the future workplace, the need for changing from a traditional “1980s-style” employer to an “employer of the future”, opportunities to increase preparedness for this change, strategies to transition to an employer of the future, checklist for the change, and conclusion, respectively.

Introduction

Many organizations are changing from a traditional “1980s-style” employer to an “employer of the future.” According to Johannessen (2020), the employer of the future embraces new ways of working. One of the attributes of the new ways of working is the unique workplace structure. The employer of the future embraces mobile or virtual working and co-working spaces to increase employee productivity and create a conducive environment. The second attribute of the new ways of working is the integrated management of organizational and technological changes. The changes focus on integrating technology into the operations within the organization to increase efficiency. The third attribute of the new ways of working is spatial and temporal flexibility. The spatial and temporal flexibility aims to create a work-life balance for employees to increase job satisfaction and reduce employee turnover.

Characteristics of the future workplace

The employer of the future must be prepared to deal with the unique characteristics of the future workplace. One of the characteristics is the hybrid work model. According to Chellam & Divya (2022), the hybrid work model provides more flexibility for employers to work from anywhere. The future workplace will embrace technology to enable employees to work from any geographical location due to the increased demand for flexibility and distribution of skilled workers across different locations. The second characteristic is the management of fundamental human needs. Future workplaces will emphasize creating work-life balance and employee health because of increased awareness of employee rights and unionization of employees. The third characteristic is automation. Lynn et al. (2023) argue that robots will take over most of the functions previously performed by middle-class workers. Future workplaces will also be characterized by a new organization of work because work will be organized around producing knowledge due to the rise of learning organizations. Essentially, learning organizations are organizations that focus on increasing their workforce’s skills and capabilities (Reid, 2021).

The Need for This Change

Changing from a traditional “1980s-style” employer to an “employer of the future” is essential in enhancing an organization’s sustainability because the future workforce will comprise a new generation of employees. Most employees in the future will be Generation Z (Gen Z), which has unique needs compared to other generations in the current workforce. One of the attributes of Gen Zs that employers must consider is their preference for a sense of purpose because they are highly motivated by a sense of purpose. The second attribute is being attracted to jobs that align with personal values and beliefs, and the third is prioritizing health and wellness.

Organizations must also change from a traditional “1980s-style” employer to an “employer of the future” because of automation. Technical advancements over the past decade have resulted in increased automation of tasks in the workplace. One of the reasons why organizations embrace automation is to streamline operations. The second reason is to increase efficiency by eliminating mistakes made by human workers assigned specific tasks within the organization. Third, organizations embrace automation to free up human capital for higher work value because some tasks can only be completed by human workers. Another reason is learning and development. Automation creates a need for reskilling and upskilling because employees will require knowledge and capabilities to work as cybersecurity experts and AI specialists.

 The increase in diversity in modern-day organizations also creates the need for this change. One of the forms of diversity in modern-day organizations is gender and racial diversity because workers in modern-day organizations come from different racial and gender backgrounds. The second form of diversity is differences in backgrounds, experiences, and perspectives. The main benefit of diversity in the workplace is innovation. One factor that promotes innovation is embracing different perspectives that may arise because of differences in experiences. Another factor is the development of new products and services due to the exchange of different ideas.

Changing from a traditional “1980s-style” employer to an “employer of the future” is also essential because it will promote flexibility, which is among the factors many employees consider when deciding whether to accept a job offer. One of the forms of flexibility that the employer of the future can consider is remote work, which involves working from any geographical location outside the office. The second firm of flexibility is flexible work schedules designed based on the availability of an employee. One of the benefits of flexibility is attracting talent from different geographical locations because workers can work from anywhere. Another benefit is creating a productive workforce because employees have a work-life balance and are satisfied with their jobs.

Opportunities to Increase Preparedness for the Change

The organization can leverage various opportunities to increase preparedness for the change from being a traditional “1980s-style” employer to an “employer of the future”. One of the opportunities is increased digital transformations, which offer technology that can be integrated into the organization’s operations to promote automation. The second opportunity is the high demand for remote work, which promotes collaboration between the employer and employee in implementing flexible work arrangements. The third opportunity is the increased significance of internal communication, which promotes integrating technology into the organization to improve communication. The fourth opportunity is the rise of social collaboration, which promotes teamwork among employees in different geographical areas. The fifth opportunity is knowledge sharing and reskilling, which promotes learning and development and helps employees adjust to the trends in the changing workforce. The sixth opportunity is the centralization of communication channels, which facilitates using technology to increase organizational communication efficiency.

Strategies to Transition to an Employer of the Future

One of the strategies that the organization can use to transition to an employer of the future is creating an engaging work environment to encourage employees to share their ideas on the changes that should be made to help the organization transition to the employer of the future. The second strategy is integrating technology into the organization’s operations. The three technologies that can be integrated into the organization’s operations are collaborative tools, artificial intelligence, and cloud computing. Notably, collaborative tools can be used to maintain collaboration among employees in different geographical locations. Similarly, artificial intelligence can be used to complete tasks that were previously completed by human workers within a shorter time. Employees can also use cloud computing to access data uploaded by other employees in different geographical locations. The third strategy is focusing on employee well-being to create a conducive work environment for employees and reduce resistance to change. The fourth strategy is continuous training to equip employees with the knowledge and skills required to adjust to the trends in the modern work environment, such as using technology to complete tasks.

Checklist for the Change

Transitioning from being a traditional “1980s-style” employer to an “employer of the future” will require adjusting the work environment for the employees. The seven principles of the future employee can be used as a checklist to determine the organization’s progress toward being an employer of the future. One of the principles is ensuring that employees have a flexible work environment. The second principle is ensuring that employees use new communication and collaboration methods. The third principle is ensuring that employees can customize their work. The fourth principle is ensuring that employees learn and teach at will. The fifth principle is ensuring that employees share information. The sixth principle is shifting from a knowledge worker to a learning worker. The seventh principle is ensuring that employees can become leaders.

Conclusion

The sustainability of this cotton-ball manufacturing company will be determined by its ability to transition to the employer of the future. Characteristics of the future workplace include a hybrid work model, management of fundamental human needs, automation, and new organization of work. The company should change from a traditional “1980s-style” employer to an “employer of the future” to meet the needs of the new generation of employees and promote automation, diversity, and flexibility. The organization can also leverage increased digital transformations, high demand for remote work, the increased significance of internal communication, the rise of social collaboration, knowledge sharing and reskilling, and centralization of communication channels to support this change.

References

Chellam, N., & Divya, D. (2022). A causal study on the hybrid model and its impact on employee job performance. Journal of Pharmaceutical Negative Results, 866–873. https://doi.org/10.47750/pnr.2022.13.s09.104

Johannessen, J.-A. (2020). The workplace of the future: The fourth industrial revolution, the Precariat, and the death of hierarchies. Routledge.

Lynn, T., Rosati, P., Conway, E., & Lisa, V. D. W. (2023). The future of work: Challenges and prospects for organizations, jobs, and workers. Palgrave Macmillan, an imprint of Springer Nature Switzerland.

Reid, M. D. (2021). Learning organizations. Emerald Publishing Limited.

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Question 


Module 3 – Case
COMPETENCIES IN HR
Case Assignment
(Signature Assignment: Oral Communications, Emphasized Level)

In this assignment, you are in the role of an HR consultant. There is a critical deliverable that your client’s CEO expects from you:

This organization’s CEO would like you to convince his staff that his organization needs to begin the process of changing from being a traditional “1980s-style” employer, to an “employer of the future.” But he doesn’t know what that means.

Transforming the Workplace- Guiding the Shift from Traditional Employer to Employer of the Future

Prepare and deliver a persuasive, 10- to 12-minute audio-visual presentation to be given to the top management staff of a cotton ball manufacturer that has 150 regular, full-time employees in one location.

Some of the top staff are adamantly opposed to outsourcing any work and also opposed to hiring temporary employees. They have not heard of the competency approach. Make recommendations based on what you have learned in your research and MSHRM program. You may need to convince key staff members to change their minds and take steps into the future, but in order to be successful you will need to be enlightening and persuasive.

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