In the era of the Fourth Industrial Revolution, we are approaching the age of automation. Together with this is the impending penetration of digital technology into the labor force which can threaten to destabilize crucial aspects of how employees work by. This can undermine the stability companies depend on to be agile.
With the coming transformation, executives can resolidify their companies by developing a robust Digital Transformation Strategy. There is just a need for executives to adjust their leadership behavior, embrace digital workforce platforms, and deepen their engagement with digitally enabled workers.
Facing the Current Digital Landscape
Workforce Digitization and the powerful economics of automation require a sweeping rethinking of organization structures, influence, and control. According to a recent study made by McKinsey Global Institute, most industries have yet to fully digitize their workforce as these are lagging behind the leading digitized sectors. Organizations have to realize that in Workforce Digitization, automation can devastate established assumptions on stability.
The hallmark of an agile age is the ability to be stable and dynamic. The McKinsey research further showed that the workers’ roles and the processes that support them are the bedrock aspects of stability. These are the first and fourth most important factors that differentiate agile companies from the rest.
However, with the onset of automation, the workforce is destabilized. Jobs are disaggregated into component tasks and companies are forced to reassemble remaining tasks into something that makes a new kind of sense. On the other hand, job destabilization can have a dual-faceted impact. Organizations can either become more agile, healthy, and high performing or it can collapse into internal dysfunction.
The direction organizations will go will depend on how it can utilize Digital Workforce Platforms.
The Workforce Platform: Leading Organizations to Stability
Proper use of Workforce Platforms can help leaders restabilize the workforce and reconceive organizational structures to achieve stability. It has 4 core benefits of achieving stability.
- Collaboration. Workforce Platforms can be effective staffing coordinators with a multiplex of roles. It can maximize the visibility and mobility of the best people within the organization.
- Retention. It can bring science to talent management through the scientific process of retention. Workforce Platforms can help employees grow and develop as their career progresses.
- Succession Planning. Workforce Platforms are effective in increasing employees’ engagement in their work through Succession Planning. Through Success Planning, organizations are ensured that strategic capabilities, institutional knowledge, and leadership skills are retained within the organization.
- Decision Making. A vital core benefit, it can create conditions where employees feel valued by their organization and are happy in their environment. This is crucial as it can create conditions where employees feel energized and empowered.
Workforce Platforms are effective in leading organizations towards achieving agility. It moves companies to go beyond a one-size-fits-all approach to human resource and talent management.
Maximizing the Benefits of Workforce Platforms.
Benefits gained from Workforce Platforms can further be maximized. This can be achieved when there are appropriate support processes in place. There should be dynamic scheduling and appropriate leadership decisions. Our leaders are our organization’s architect. Being able to make the right leadership decisions can lead organizations to successfully maneuver their transformation in this age of automation.
Interested in gaining more understanding of Digital Transformation and Workforce Digitization? You can learn more and download an editable PowerPoint about Digital Transformation: Workforce Digitization here on the Flevy documents marketplace.
Are you a management consultant?