How technology is changing the way people work?

Digital transformation affects every organisation, big or small. Waves of technological change are frequent and accelerating, requiring constant adaptation from companies and their employees. Artificial intelligence, automation and digital tools are shaking up traditional organisational structure and ways of working. What are the new human resources realities in this context? How can they support these changes?

The digital shift leads to an intrinsic change in the tasks of employees

How technology is changing the way people work?

“Technology is fundamentally changing the way work is done,” says France Dufresne, MBA, CRIA, Canadian leader of the Talent business line at Willis Tower Watson. Some tasks are going to be removed, done differently or in collaboration with technologies. »As digital tools support repetitive or low value-added actions, positions are becoming more professional. The level of skills required to assume them is therefore much higher, which causes a scarcity of labour for specialised positions.

A collaboration reinvented

“Technological tools have also revolutionised the ways of working together,increasing the sharing of information, and favouring a more matrix structure,” observes Marie Chantal Ledoux, CHRP, principal partner at Ledoux Conseils. We can now work anytime, anywhere, with anyone. Managing the workforce as before is impossible."We sometimes have to break managers' paradigms to get them to adopt a new style of management focusing on contribution, accountability and deliverables in collaborative mode, rather than physical presence," she says. In a context of resource shortages, HR should remain on the lookout for new practices to promote this cross-functional collaboration.


The impact on the HR mission

The professionalisation of jobs is leading to a profound change in the recruitment of talent. “Our relationship to employment has changed and the employment contract itself is evolving,” according to Ms. Dufresne, with the use of pools of experts, sometimes external to the organisation (talent platforms, partnerships, etc. ), capable of meeting targeted and ad hoc needs, outside of traditional employment.

Human resources must also get closer to the teams already in place to better understand their new reality. 


They will thus be able to assess the ability of employees to take the technological turn and consider training, updating skills or reclassification, depending on the profiles encountered.Technology is also changing the relationship between employees and human resources. “She is able to produce data that HR must use to analyse and measure the impact of transformation on human potential,” explains Jean-S├ębastien Boulard, CHRP, senior advisor at Normandin Beaudry.


Technology at the service of the employee experience

We can say that the technological transformation of a company is successful when it manages to bring together employee experience, organisational performance and customer experience" according to Mr. Boulard. It is therefore essential that HR be able to get closer to technological functions, to better anticipate and understand human needs, and thus manage change effectively. In this context, “technology must remain a tool, serving people, and not the other way around,” he concludes.


New information and communication technologies and the reorganisation of work.


The world of work is changing: automation accentuated with the increasing electronicization of activities, end of Taylorism, emergence of a new productive system, constitution of a new economy, change first takes the form of a change in vocabulary. In this regard, let us open a recent and important work devoted to the world of work, the very first introductory page of which reads as follows: “A quasi-language revolution is submerging the world of work. New words describe work in companies. We no longer speak of workers but of operators, conductors, pilots of installations; there are no more qualifications, but missions, skills, functions, roles, levels of versatility, within elementary units, modules, zones, islands.

How technology is maintained in terms of interactivity?


 We are maintained in terms of interactivity, flexibility, reactivity, knowing how to be productive, managing hazards, events, inter-communication; the notion of provision of services invades the entire field of production, since now from one workstation to another, services are provided in the client-supplier mode. Client: it will have escaped no one that this term has become the new sacred mode that orchestrates all the modernization of the public sector. There are many quality certifications. In human resources departments, we do individualised management of personnel,

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