By the HR Observer Staff
Boundaries between humans and technology are continuing to “disappear,” reported Deloitte in its 2023 Global Human Capital Trends survey.
The survey which polled 10,000 business and HR leaders across every industry, within 105 countries participating through interviews with executives, said that new technologies are entering the workplace not only to “automate and augment” the work done by people, but to also enhance their performance.
The consulting firm said that there is an increase in the trend of digital and virtual technology in which the metaverse is redefining the concept of the workplace as a physical space.
“Now, greater interconnectedness and the blurring boundary between home and on-site work give organisations a unique opportunity to experiment with, not “where,” but “how” work should be done. Location and modality become secondary to the needs of the work and the workers,” wrote Deloitte’s researchers in the introduction of the report.
The report said that many companies are experimenting with the idea of using skills, not jobs, as the baseline for how workforce decisions are made.
“When unboxed from jobs, workers have the opportunity to better utilize their capabilities, experiences, and interests in ways that advance organisational and worker outcomes,” wrote the firm.
New leadership required
The report states that there is a need for new leadership through different levels of the organisation to drive outcomes. However, only 23% of organisations in the survey said their leaders have the capabilities to navigate a disrupted world. Less than 15% of organisations say their leaders are “very ready” to inclusively lead an expanding workforce.
“They also express concerns about the design and execution of work itself: Only 16% say their leaders are very ready to use technology to improve work outcomes and team performance, and only 18% say their leaders are very ready to develop the right workplace model for their organisation,” reported Deloitte.
The survey concludes that a new leadership is required to enhance the level of the organisation. One that uses experimentation to inform better solutions, foster learning, and accelerate value. Nonetheless, to cultivate deep and intimate relationships with the workers. Moreover, to widen the aperture of decision-making to understand.
Not only organisations should create an impact on their businesses but also their employees, their shareholders, and society as well, said Deloitte.
“It’s no longer enough to build discrete programs that will create value around the edges of important topics like climate, equality, or human risk; they are fundamental to an organisation’s ability to thrive in this new world of work,”reported Deloitte.
In this year’s survey, the consulting firm said that more than 80% of organisations reported purpose; diversity, equity, and inclusion (DEI); sustainability; and trust as top focus areas.
“ The idea of diversity as a metric is dissolving in place of the notion that organisations need to be looking at DEI as outcomes instead. Those outcomes will focus on equity in how organisations access talent; enable talent through development programs, methods, and tools; and how they advance and promote talent at all levels of the organisation,” wrote Deloitte.
Organisations are looked at differently with mostly being held accountable for their ability to achieve equitable outcomes in support of larger societal goals. These entities are no more viewed as autonomous entities but also blocs that must deliver human centric elements that benefit the larger society.
“In the new world, organisations should expand their view of human risk beyond compliance and reporting to consider how a broad set of risks are significantly affecting and are significantly being affected by humans,” explained Deloitte.