The great technological advances of the last decade have revolutionized the different spheres of life, affecting everything from our daily habits in our personal and professional lives to our economy, politics and culture.
According to Jesús Gómez, director of the Mentoring Service area at Cerem International Business School, in this new paradigm, technology is placed at the center of the production process, taking efficiency to hitherto unknown limits. The new systems and work tools allow a great advance in the automation of tasks and their integration in the market, at all levels, will bring with it an important redesign of the professional world as we know it today.
Just as Artificial Intelligence applied to Human Resources departments is able to predict which candidates will have the best chance of success after automatically analyzing their CVs or resumes, it will also be able to predict which employees plan to quit their job.
In the latter case, these are predictive attrition programs, where data derived from various elements are analyzed, such as the global use of the telephone and email, the level of interaction on social networks, compliance with the schedule, the number of claims and motions for resolution. All this can be corroborated to refine the model through exit interviews that take place when an employee leaves his post.
The noble objective of this prediction is to design actions to support the bosses of the employees at risk of leaving the job, thus generating retention programs that allow stimulating the professional development of the employee in the organization, either in the same department or in another function.
Some studies in recent years indicate that boredom is one of the main reasons why large numbers of people change jobs. There are more and more frequent cases in which people sacrifice part of their salary in search of challenges that generate new experiences and make them feel full while carrying out other tasks in different environments.
To avoid falling into that worrying professional monotony, technology can be one of the greatest remedies against employee boredom. By applying AI to processes that involve tedious routines, we automate tasks that not only free people from boredom, but also give them valuable time to carry out other new tasks that provide them with learning and where they can develop their creativity.
On the other hand, it is also possible to know automatically the degree of productivity of each person and their capacities and abilities to respond to different situations over time. In fact, efficiency has gone from being a challenge to becoming a requirement.
That is why now, the demand for talent is oriented towards the profile of the “knowmad”, who are characterized by being nomads of knowledge, innovative, flexible, interdisciplinary, permanently connected and very active and generous in the new scenario of universal and collaborative learning .
In summary, technology is helping to make day-to-day easier, both for companies (allowing for greater and faster growth), for workers (who are more efficient and productive) and for professionals in the area of Human Resources (who are capable of managing and developing better talent recruitment strategies).
To conclude, it must be borne in mind that digital transformation also requires new challenges to be faced, especially in terms of changing attitudes, emotional intelligence and the acquisition and improvement of new skills such as leadership and networking, orientation customer and communication in digital environments, continuous learning on the job and on the internet, information and uncertainty management and, of course, decision making.
