There’s so much happening in the technology space now, and it’s not just about generative AI, even if that underpins many of the other technologies too. So, whilst we need to stay on top of what AI may be able to do for us, we need to look out for all the technologies which will impact HR as well. You may be able to join me at HR Technologies UK next month as one way of doing that. However, it’s also important we don’t focus just on HR, and the technologies which impact how we do our own work.

As I’ll explain in my workshop, the biggest impacts on HR often come from the new technologies being used within our businesses, and how these change the work people need to do, which then indirectly affects HR. I’ve not got much to write about these, as there are so many technologies which may impact a business, but which ones will impact you will obviously depend on the particular business you’re working in.

Then there are the technologies which are impacting how people work and how they can be best organised. We are already spending a lot more time in this space, especially as our own HR systems are increasingly used by people to manage their own work and wellbeing rather than just by HR. But there are many other important technology trends to consider too, including:

• Web 3 applications like Blockchain are taking longer to impact organisations and are perhaps not doing so quite as much as was sometimes suggested over the last decade. But for me, they remain the technology with the most potential to disrupt organisations, for example, with people working through distributed platforms to connect, do work and get paid. More organisations will not be real organisations at all, but just networks of people using web 3 to do what only true organisations have previously been able to do. I think HR needs to understand this trend.
• Communication technologies continue to advance and are especially important in today’s remote and hybrid world. It is fairly appalling that email is still the most prevalent technology many organisations use. Working with other colleagues, HR needs to ensure people are using the most appropriate messaging and networking systems, and keep informed about advances in, for example, holographic and virtual reality systems, especially as the metaverse has not (completely) gone away. I have not had a chance to try out Apple’s VR headset yet and am hoping there will be an opportunity to do so at the show (hint to conference organisers).
• More broadly, digital workplaces continue to evolve well beyond the intranets that led to them. There are increasing examples of what Gartner refers to as augmented connected workforce systems which combine apps, wearables and analytics to completely change the way people do their jobs. I think it is a great example of how technology can augment not just automate the work people do.
• I do not actually know whether this is still a trend now, but I still believe that modern no or low code systems should be stimulating the rise of employees as citizen developers, participating in the development of the technologies they use. People are definitely experimenting with which gen AI apps they can use but there are lots of other technologies they could potentially pull on to help them do their jobs. (Again, working with colleagues,) HR should be encouraging employees to develop broader technology skills and take more ownership for selecting, developing and using the technologies they need.

What else would you add to this list?

And let me know if I will see you at HR Technologies UK, running at the Excel on 17 and 18 April 2024.

– Jon Ingham

Director, Strategic HR Academy

https://joningham.academy