See how rapid technological advances are revolutionizing how companies approach the structure of their workforces and new strategies for employee recruitment.
The remarkable pace of digital transformation has changed how businesses operate at every level. Companies today need to be nimble, taking a close look at emerging technologies, choosing the right investments and continuing to thrive in the face of constant disruption.
That means reexamining business models, processes used and, perhaps most critically, the nature of work and who (or what) does it.
Understanding staffing in the digital age means taking a strategic approach to personnel.
What Staffing Model Works in the Digital Age?
Traditional labor models are not always the right choice in the digital era. Major initiatives are conceived, launched and executed more quickly than ever, requiring companies to act nimbly. Leaders are shifting towards a model that’s both strategic and flexible.
The modern staffing model may include a mix of the following:
This approach allows companies to be responsive, provide the right resources for time-sensitive and mission-critical work, and make key hires.
As a recent Deloitte report notes, HR offices are grappling with how to address personnel management in a digital age. “HR’s concerns will soon be revolving around the changing nature of the organization and employees becoming increasingly digital,” the report states.
Organizations must be mindful of the realities of work, including:
“HR needs to be more pre-emptive with regard to digital transformation as it plays an important role in shaping the organization’s digital identity,” cites Deloitte. “It is a challenge and a real complexity to plan future capabilities of a workforce in the digital economy.”
What Are the Challenges of Staffing in the Digital Age?
The greatest challenge is talent. For many highly skilled positions, competition is fierce, with potential employees having considerable leverage. Advanced data analytics, robotic process automation and cloud computing are just three needed areas where demand is high as companies seek to incorporate emerging technologies into business processes.
Recruitment is fiercer and requires more creativity than ever before. Companies are using a number of tactics to improve their hiring outcomes, including:
Recruiting and retaining employees in the digital age requires employers to think very differently about their workforce. Flexible, creative and strategic approaches allow for better outcomes.
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