The COVID-19 crisis has altered the course of every industry.
The pandemic has led to the shifting of work across every sector; reshuffling of priorities brought upon us by the adoption of AI, automation, digitalization, eLearning, and remote workflows. Predictions of what jobs will be most likely in demand in the future have shifted, with new and emerging new roles.
The HR industry has already been on the road leading to the future of work for a while now. Meanwhile, in the wake of COVID-19, this situation has only hastened. The way we work has changed, we’re all adapting to new ways of living and working. The question is, will this gig economy last or will it be wiped away? A question we still have no absolute answer to. We are yet to know the implications of the pandemic. But what we do know is, because of the pandemic crisis, our workflow has changed. There are higher chances where we will see a transformation and increased job opportunities for digitally-enabled jobs.
The black swan event of the COVID-19 has indeed changed the role of an HR professional’s significance within organizations.
Employees have started looking up to senior management such as managers and HR leaders seeking guidance; looking for new ways to embrace the new normal.
Research by Cognizant says, about 73 percent of employees depend on the employer for support in an attempt to prepare for the future of work. As in the same manner where the CFOs had to increase their scope since the financial crisis that took place in 2008, so will the CHROs must undergo the same process to stand a chance to become central C-suite players in the HR industry.
Keeping this fact in mind, The Cognizant Center for Future of Work and Future Workplace have started their nine-month initiative to find out how exactly will the future of work appear.
The Center for Future of Work and Future Workplace alongside nearly 100 CLOs, VPx of talent and workforce transformation, and CHROs contemplated how roles in the HR industry might evolve in the next decade.
This session included topics around political, business, societal, economic, demographic, technology trends, and culture.
As a result of the brainstorming session, around 60 new jobs would be created for HR professionals. This includes detailed responsibilities along with the required skill set for each job role. Further on, the ranking of each job by the organizational impact was created to which they could list down the first 21 initial jobs applicable for an experienced HR professional.
Image source: HBR
Each job has been analyzed in the job description format i.e. skills, qualifications, specific responsibilities, and overall requirements, etc.
Meanwhile, the COVID-19 situation has quickened the timeframe, making these roles the “jobs of today.” As a result, 2020 will be a year to reset the HR industry while we can expect a lot of the theoretical jobs to soon become real-time jobs, as predicted by many visionary leaders.
We will soon get to see new job roles with a newer set of skills, as HR leaders look forward to upgrading and change their strategy due to the pandemic….