Shaping the Next-Gen HR Practices – Kognoz Future Work-Axis

| May 16, 2020 | Blogs

Human resources practices axis is changing fast and the future of work is closely tied to the human resource practices your organization is going to focus on. Kognoz Research has established with inputs of 100’s of organizations in different industries, 5-axes of human resource consulting that will facilitate the transformation of workplaces and making them future-ready. We call them Kognoz Future Work-Axis:

  1. DIGITAL Enablement: Experience-driven, digital enablement is about end-to-end enablement of autonomous, anytime, anywhere and multi-resourcing models connected to global talent marketplaces to ensure delivery for organization outcomes. Moving away from organization structures to work and outcome-based networks to complete the organization tasks
  2. Embedded LEARNING: Self-driven, collaborative, socially engaging and blended learning architecture that drives learning embedded in the flow of work. Knowledge curation and seamless distribution at the instance of work delivery is going to be a key driver of HR service delivery
  3. Network WELL-BEING: Networks are the new organization. And physical, mental and emotional well-being of the network, will influence the well-being of the organization. Practices to keep the network well-being in focus will be a  big driver of an organization’s value proposition and attracting best-in-class people, even though for a short period of time.
  4. DISTRIBUTED Leadership: Leadership in network-based organizations is a subject that requires a new way of thinking. The leadership competencies to influence and drive outcomes through networks, will require a paradigm shift in the way leaders think, take decisions and act. Providing meaning and purpose to the distributed workforce is a new leader competence.
  5. GLOCAL Citizenship: Making organization locally and globally relevant in the markets that organization works, embedded into distinct cultures, providing meaning to the organization’s potential customers, partners, employees, gig-workers a reason to be part of organization’s story.

The HR of the future would drive these outcomes, seamlessly in a globally connected world. Kognoz People Transformation and Next-Gen HR Consulting practice enables your organization in visualizing, organizing, creating practices and providing you the RIGHT PEOPLE, RIGHT PRACTICES, RIGHT PLATFORM to transform your human resources function.


The Kognoz Future Work-Axis

The HR of the future would drive these outcomes, seamlessly in a globally connected world. Kognoz People Transformation and Next-Gen HR Consulting practice enables your organization in visualizing, organizing, creating practices and providing you the RIGHT PEOPLE, RIGHT PRACTICES, RIGHT PLATFORM to transform your human resources function.

The Kognoz Future Work Axis – Key Precepts

1. Employee Experience and Digital Enablement for Asynchronous Remote Working

Employee Experience and Digital Enablement

Key to driving a great experience is enhanced psychological contract through both the brand and the kind of work which is being done. This leads us to one of the key pillars of employee experience, a sense of purpose.

2. Instilling a sense of purpose is key to attracting a self-driven workforce

Slf-driven workforce

Purpose has a close linkage to the workforce productivity and across the world, this paradigm is driving the industry performance. It is quite evident that countries where purpose is sliding down are also sliding down in the industry performance over a period. Interestingly the study also shows the cyclicity in the purpose motive, which points to continuous renewal as a good strategy to keep the purpose motive alive.

3. Well-being is at the heart of HR practices design with a focus on mental, emotional and physical well-being for the whole network of workforce

Well-being will be one of the most important factors for organizations to get quality talent from the market. Workforce will be driven by more higher order needs – where autonomous working enables great collaboration and mental, emotional and physical safety and growth.

4. While well-being is important, distributed leadership and collaboration is key to enhancing effectiveness and productivity

Enhancing effectiveness and productivity

Collaboration, flexibility and digital environment will shape unparalleled synergies that drive real-time innovation and rapid workplace settings, making them agile and highly connected.

5. Communities are the workplaces of the future with more collaboration and connectedness

Communities are the workplaces of the future

DISTRIBUTED LEADERSHIP leads to creation of networks and informal leadership. Influencers become a critical part of change management, organization culture building and building innovation and camaraderie

6. Technology is enabling self driven, social and in the flow of work learning

Technology is enabling self driven

Do-it-yourself(DIY) and learning based on observation continues to be the most effective method and technology is enabling this even more. Social learning, by peer or role-model observation and hands on learning by far is the most effective way. It is highly self-paced, and in the flow of work. On-demand learning that is continuous and where it is needed, is going to be key in delivering the learning and content solutions.

7. Natural learning methods, based on observation, micro-inputs and social collaboration is perceptibly changing learning

Natural learning methods

8. Being global and think local to develop sustainably

Being global and think local to develop sustainably

Organizations and HR would need to balance local and global citizenship requirements by being conscious to social sustenance and developmental needs. Citizenship and social impact will drive much of the organizational agenda both from internal employee as well as stakeholder perspectives. The challenge is to make organization socially attractive to large stakeholders and attract talent that values social impact.