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The Future of Work – Insights from Cisco

Every organization is looking at the future of work – how work is changing, how their workforce is evolving, and just as importantly, how their workplace needs to transform. 

The Argyle Group recently hosted the Virtual Event: How HR Executives are Designing the Future of Work. The panel discussion featured the insights of cross-industry HR thought-leaders, showing how the latest in strategic thinking and HR technology is helping them attract and retain talent, build inclusive work forces, stream-line processes, and design their HR organizations to prepare for the future of work.

Power to the People: Insights from Cisco

Three forces are working together that will transform your HR organization in 2020 and beyond, and as Mark Miller, Lead of the Workplace Transformation Practice within Cisco’s Collaboration Technology Group, explains, each are having profound impacts on the structure and function of the HR organization. 

* First, workforce demographics are shifting. Baby boomers are rapidly leaving the work-force, requiring companies to focus on how to shift tacit knowledge from incumbents to the next generation of workers. For those on the cusp of retirement, HR must find a way to create an inclusive work forcethat supports multi-generational teams. 

“People are worried about losing key leaders as they approach retirement. The thing that’s really going to keep our businesses moving is transitioning that knowledge.” Mark Miller, Cisco

*  At the same time, the nature of work is changing and traditional roles are disappearing.  Advances in technology have eliminated structured, process oriented work. The roles that remain will require innovative and complex problem solving skills; and best practices around attracting and retaining this talent are new and evolving. New job titles like Experience Designers, and Process Consultants are creeping into the HR ranks to rethink how things get done. Softer skills are becoming more important, as are EQ skills around how best to collaborate with others. Being able to translate these new insights into action is increasingly part of HR executives’ role.

“The way technology has changed over the past 20 has fundamentally changed the way work gets done. HR is in a position where it is constantly re-evaluating the skills the company needs to keep competitive.” Mark Miller, Cisco 

 * All of this is driving the rise of the anywhere, anytime work model, where work gets done remotely with employees widely dispersed around the organization, or around the globe. Decision making is being done in more informal settings, in smaller groups, and on the spur of the moment, requiring employees to have a deeper understanding of the overall business, company reputation, and be supported by a strong network. 

“Technology had been a huge catalyst for this change. Whether it was the rise of mobile computing, ubiquitous internet access, and the explosion of web tools, social platforms, or collaboration technology. Work is no longer a physical place you go to….rather, it’s what you do, anywhere…anytime.” Mark Miller, Cisco

The technology imperative

The introduction of cloud computing, really fast internet, inexpensive data storage, data analytics and other new technologies are dictating the future of work. Whether it’s machine learning, natural language processing, (Chatbox, for example) these are the natural evolutions in technology that has been occurring over the last 40 to 50 years. 

Today, big data and AI are reshaping the role of HR. HR professionals are at the front line of this transition and, as Mark Miller explains are now asking some very different questions than they were five or even two years ago.  

Top of mind issues for HR professionals are:

  • How can cognitive assessments streamline the recruiting process?
  • How can technology help me reduce the time to competency with more targeted or customized on-boarding programs?
  • How can technology help create a more personalized experience that will drive increases in productivity and employee engagement?
  • How can predictive analytics be used in rewards planning to reduce negative attrition?

Answers to these and other important questions are answered in our new e-Book: How HR Executives are Designing the Future of Work and by attending Future Work Live

Future Work Live is a dynamic event coming to New York City on December 4th and 5th comprising two days of workshops, training master classes and fireside chats that will give you the tools, training and connections you need to lead your organization through changing times. With over 50 speakers and 300 attendees, Future Work Live is the premier learning and networking opportunity of the year for senior HR executives and HR technology service providers.  

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The Future of Work – Data is King