Transformative forces to shape HR landscape

The world of work is being disrupted and Nigeria is not left out of the new realities as seen in workplaces. Amid the changes, organisations are grappling with new ways to attract and engage top talents as well as get work done with minimal disruption to business continuity, GLORIA NWAFOR reports.

An observable trend in Nigerian human resource (HR) events space is the consistent focus on the issues shaping the practice whilst the larger workplace/organisation is left out. Of greater concern is the disconnection to the economy as a whole and its significant impact on the workplace.

For instance, this year’s workplace outlook offered workers and employers a privileged glimpse into the transformative forces that would shape the professional landscape in the year, in an attempt to close the gap by connecting contextual economic realities to the practice of HR and the organisation as a whole.

While the outlook not only mirrored the ongoing shifts in workplace norms, it also anticipated the burgeoning expectations awaiting employees in the year.

Noting that technology’s transformative role reshapes jobs by upskilling and reskilling, HR experts have emphasised the imperative of continuous upskilling and reskilling.

They argued that both reskilling and upskilling strategies could be introduced into the business by creating a career pathing programme to align employees’ career dreams with the organisation’s business objectives, affirming the necessity for a proactive learning culture within organisations.

Human Resource and Legal Director at Promasidor Nigeria, Stanley Eluwa, highlighted the essence of evolving workplace strategies, emphasising the need for adaptability and innovation in navigating the changing professional landscape.

On the trends expected to define the workplace in 2024, the Chief Executive Officer of Nairametrics, Ugo Obi-Chukwu, mentioned increased remote and hybrid work dynamics, advancements in digital transformation and heightened focus on employee well-being, as well as emphasis on upskilling and reskilling.

He said there was a need to encourage professionals to shape environments that nurture the full well-being of the workforce, acknowledging its direct correlation with sustained productivity and employee satisfaction.

On the global talent front, President and Chairman of the Governing Council, Chartered Institute of Personnel Management (CIPM), Olusegun Mojeed, said economies’ current reality is defined by interconnectedness and the rapid rise of technology, the landscape of talent acquisition and utilisation is undergoing a transformative shift with profound implications across the globe.

He said the emergence of a global talent marketplace has ushered in a new era where geographical boundaries no longer confine talent but rather serve as gateways to a world of limitless possibilities.

Mojeed, spoke recently at this year’s Blakskill Outlook, focusing on the global talent marketplace, he said it represents a paradigm shift in how nations perceive and harness human potential .

By embracing diversity, leveraging technology and addressing challenges head-on, he said organisations would unlock unprecedented opportunities for growth and innovation.

“As we navigate this dynamic landscape, let us remember that the true power of the global talent marketplace lies not just in its ability to connect individuals and organisations, but in its potential to unleash the full spectrum of human creativity and ingenuity. In this journey, let us view boundaries not as barriers but as gateways to a future where the global talent market becomes a force for positive change and collective progress,” he said.

Looking through the HR value chain, considering the change engulfing the practice, he said with the remote/hybrid work situation that has come to stay, the flexibility offered by remote work would continue to empower organisations to build ‘teams without borders’.

The CIPM chief said recruiters and leaders across organisations would focus attention more on ‘Hiring for Skills’ rather than an experience of tenure.

While experience will still play a major role in hiring into some positions, he said the global outlook concerning the global mobility of labour will continue to make highly skilled candidates readily available and easily accessible to recruiters.

Mojeed mentioned that artificial intelligence (AI) would play a major role in driving key HR activities, including talent acquisition, performance management, employee services and communication.

According to him, recruiting managers will enjoy the harmony that AI brings to shaping talent attraction and performance prediction using data as a major anchor.

“From developing job descriptions, powering pre-screening videos, developing job-specific assessment questions, matching the best-fit applicants to the job role and more, AI will be a game changer as it will help save time and money,” he said.

The CIPM boss said the global talent market is characterised by several dynamics that are shaping the way organisations engage with human capital.

One such, he said, is the emphasis on Diversity, Equity, Inclusion and Belongingness (DEIB), where he stressed that the DEIB agenda would take a more strategic centre stage in how the business of HR is conducted going forward.    Mojeed said that embracing diversity not only aligns with ethical principles but will also prove to be a strategic advantage.

Although, he said the pressure on recruiters to replace many talents leaving an organisation with the ease of global labour migration, also known as the ‘Japa’ or ‘Japada’ syndrome, was making it difficult for organisations to keep up with the DEIB challenge.

He said professionals would be intentional in ensuring that diverse generations and people of different demography with requisite skills are given equal representation on the board and management of organisations. However, he said the CIPM has adopted a deliberate stance to embrace DEIB in all its ramifications without compromising competence.  He urged that it was instructive to note that adherence to the relevant legislation was very important in the pursuit of the DEIB agenda, calling on HR professionals to familiarise themselves with the People Living with Disabilities Act which took effect in January 2024.

Among others, he said unionism, collective bargaining and industrial relations matters would be on the ascendancy.This, he said, was critical, especially, as Nigeria pays deliberate attention to the real sector like manufacturing, where workers would be more enlightened on their rights to come together to bargain for decent work and fair wages.

He added that the global talent market thrives on individuals who are adaptable and committed to lifelong learning and the application of their learning on the job and in their lives.

“Organisations will invest in training and will expect to see the impact of such training on the bottom line. The need to codify knowledge for ease of skill transfer will be heightened due to global talent mobility. Organisations will prioritise having very reliable and effective knowledge management systems to help retain institutional and organisational knowledge.

“Employee assistance programmes will be on the ascendancy. There will be a renewed energy in employee well-being, mental health and psychological counseling. It is no longer just about work-life balance or work-life integration, the bar is being raised to lifework harmony,” he said.

Given the talent competition, Chief Executive Officer of HR Solutions, Greg Guilford, urged HR leaders to “keep the human in human resources”. This, he said, is likely to go beyond traditional rewards to include wellbeing, flexibility, environmentally friendly working, a supportive culture and career development opportunities.