Respond to classmate initial post. 275 words, First — DO NOT just write “yep, I agree” — that’s not helpful. Be very careful with phrases that mean “I feel” — feelings are real, and usually based on

Discussion: 4 Workplace Relations, Value Creation, and the Future

Sonya Borquez-Bledsoe posted May 18, 2020 2:36 PM

Workplace Relations, Value Creation, and the Future

Do you think the exponential change that futurist Leonhard talks about will take place? Why or why not?

An exponential change will take place soon. Henceforth, jobs will significantly be replaced by Artificial Intelligence (Centre Online, 2014), while aspects that cannot be digitized will stimulate creativity and ethics among the remaining workforce (Leonhard, 2017). Additionally, a free market system will boost international competitiveness (Fougner, 2006), and reduce labor costs due to migration (van Meerhaeghe, 2012). These aspects will actualize Leonhard’s concept of exponential change due to a shift from individualism to business models that focus on the whole global ecosystem.

What changes do you see ahead in employee voice? Will there be an HRM function as we now know it? How might HRM create value in the world as futurists describe?

The changes in workplace relations will entail paying more attention to employees' opinions. Labor unions are cropping up (NHRD Network, 2016), necessitating employers to involve workers in addressing challenges faced at work. The role of HRM will focus more on applying a consumer marketing lens to change the workers’ experiences (Meister, 2017). Similarly, HRM will focus on employee empowerment by encouraging feedback in terms of assessing the company’s culture and management (Meister, 2017). Just as futurist Leonhard, proposes, digitization is key to value creation in HRM. This value creation will be actualized through the use of social media platforms to engage with workers (NHRD Network, 2016).

As an individual or as an employee, will you be ready?

Preparation for this digital era is indispensable. As an employee, upskilling is necessary to tackle the impact of automation of most of the work duties, as well as specialization to provide a more personalized experience (Meister, 2016). However, focus on a specialty will tackle the adverse effects of technology on the workforce more appropriately. Furthermore, exponential change is forthcoming. To address these changes, HR managers ought to focus on employees’ experiences. Further, the specialization of workers in their respective fields is vital in preparation for technological changes.

References

Fougner, T. (2006). The state, international competitiveness, and neoliberal globalization: Is there a future beyond 'the competition state’?. Review of International Studies, 32(1), 165-185. http://dx.doi.org.ezproxy.trident.edu:2048/10.1017/S0260210506006978

Leonhard, G. (2017). Technology vs. humanity—the future is already here. Retrieved from https://www.youtube.com/watch?time_continue=5&v=DL99deFJYaI

Meister, J. (2016). Future of work: Three ways to prepare for the impact of intelligent technologies in your workplace. Retrieved from https://www.forbes.com/sites/jeannemeister/2016/07/06/future-of-work-three-ways-to-prepare-for-the-impact-of-intelligent-technologies-in-your-workplace/2/#3e2eb95f6575

Meister, J. (2017). The employee experience is the future of work: 10 HR trends for 2017. Retrieved from https://www.forbes.com/sites/jeannemeister/2017/01/05/the-employee-experience-is-the-future-of-work-10-hr-trends-for-2017/#45b61b020a6c

NHRD Network (2016). Global Perspective—Labor Relations & Future of Workforce. E-Newsletter. Retrieved from http://www.nationalhrd.org/files/ENewsLetters/2016-17/Jul_Aug/cstory1.pdf.

The Centre Online (2014). Did you know, in 2028... Retrieved from https://www.youtube.com/watch?v=QpEFjWbXog0

Van Meerhaeghe, M. A. (2012). Globalization: Concept, outcome, future—a continental view. European Journal of Law and Economics, 33(2), 239-306. http://dx.doi.org.ezproxy.trident.edu:2048/10.1007/s10657-011-9275-2