The digital revolution has finally hit HR, yet too few organisations are ready for it. That’s according to the 2016 Human Capital Trends report, published by Deloitte.
The report surveyed 7,000 business leaders in over 130 countries, and found that 74 percent of executives believed their organisation’s HR systems should in future integrate social, mobile, analytics and cloud (SMAC) technologies, continuing the trend of technology’s proliferation into the workplace and our personal lives.
Digital technology has revealed itself to be both a blessing and a curse. Mobile devices in particular have increased productivity and saved costs for many organisations, but they’ve also blurred the lines between work and life. Having the devices fall so easy to hand at any time of the day, more and more people are finding it hard to allow themselves the downtime they need to avoid burning out.
Organisations have a financial and ethical responsibility to help employees improve how they manage their relationship to technology to regain the balance between work and life.
Fortunately, technology can help here as well.
The digital disruption has the potential to revolutionalise HR and improve the quality of the workplace experience organisations offer their people. Yet, even though many executives are aware of this potential, only 9 percent feel their organisations are ready for the revolution and even fewer have begun to integrate SMAC technologies into their HR strategies and programmes.
The delay in integrating digital technologies into HR has allowed today’s employees to continue operating without ever fully disengaging from work. Instead of maintaining a balance between body, mind and heart, people now often rely on the body’s stress response to produce the hormones cortisol and adrenaline. These provide the energy to keep functioning from day to day despite being mentally and physically exhausted.
However, this is not sustainable. The person is likely reach a state of exhaustion that will require massive amounts of recovery time, with devastating effects for individual and the organisation.
Businesses can help their people use technology to their advantage rather than letting it run their lives. The powerful data-gathering and analysis tools digital technologies provide can create a complete picture of the factors that boost or drain the energy levels of each individual. Armed with this knowledge organisations can redesign HR processes to improve the balance between work and life.
This not only makes business sense; it also makes the workplace a more pleasant place to be.
Marisa Farinha-Lloyd is the the Energy Activator and Joanne Doyle-Went is the the Workforce Engagement Lead for Deloitte Africa.