Throughout time, technology has had the ability to generate a sense of fear in people. But now more than ever, the debate about the unknown versus the potential of technological advancement is raging. We are starting to hear about Artificial Intelligence and prophecies about an impending ‘doomsday’, and so it doesn’t come as a surprise that a technology incited apocalypse has captured popular imagination!
Despite this, businesses are investing more in upskilling employees to enable technology and people to work together to fulfil their potential.
This attitude is vital; history has demonstrated on countless occasions how the introduction of automation – and technology – doesn’t render roles redundant. Rather it redefines them and paves the way for new employment opportunities.
In the 21st century workplace, technology is being adopted to manage professional development, measure employee satisfaction/manage feedback, undertake cultural assessments and facilitate time tracking and scheduling. It has also revolutionised how employers are educating and training their staff with a real focus on flexibility.
There has been a massive shift away from outdated manuals and traditional classrooms to digitally-led training in the form of webinars, mobile learning, game based applications and simulated training that mimics on-job duties.
Employee education, training and professional development will be continually re-invented as technology evolves. And as workplaces become increasingly digitised, virtual and mobile, HR departments have countless considerations when making training decisions.
These decisions range from selecting the best user-centric technologies, to attracting the right candidates who will embrace and capitalise on these opportunities. Those who are already fluent in digital language and used to working in virtual environments have the advantage.
HR departments pioneering and implementing digitally-driven change management need to be mindful that while e-learning can be a very cost and time effective way to upskill staff, it is most effective when it is genuinely engaging and easily-accessible. The more barriers to entry, the less likely it is to succeed. On top of that e-learning works best when it is complemented by colleague interaction and front-line experience, rather than learners operating in isolation.