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"HR executives now need to be versed in cultures and laws across the nation and the world." Jessica Pierce

Successful employers will attend to flexible employment relationships and creative work environments. Eric Knott: Overall, HR departments have done well preparing their organizations for the shifting worker demographics. However, formal, structured mentoring programs are still spotty, but they’re key to developing and engaging Millennial talent.  Developing these programs will keep the workforce engaged, focused, advancing and will serve the organization well as knowledge is transferred and employees are empowered. Productivity and satisfaction increase in highdevelopment cultures. April Miller: The challenge is not with Millennials, but rather with the continued use of legacy approaches that worked for prior generations. Millennials continue to have different needs (such as flexibility), which will frustrate leaders until those same leaders accept those changes as the “new norm.” Leaders today need to stop managing to their own expectations and start managing to the expectations of the newer generation. Jessica Pierce: The numbers of Millennials hitting the workforce brings in much new talent that is inexperienced, so there is a growing workforce skills/readiness gap. Many workforce agencies, associations, nonprofits and companies are working in partnership with colleges, universities and certification schools to address the skills gap. Companies do need to be open to internships to help address the challenge so that the millennials can gain work experience in a field with the growing workforce need. Question: How has technology changed human resources?  Adam Boyd: Technology has become ubiquitous in the workplace, and that technological evolution has extended to HR 96

AB | July - August 2017

executives. The most striking way “man machine collaboration” and technology has affected the role is regarding recruitment and decision making during the hiring process. Kent Brockelman: The use of technology to replace subjective decision making in the workplace has the potential to reward merit by removing unconscious biases, and perhaps reduce legal liability for claims requiring a showing of intentional animus. However, the critical importance of a human resource professional’s judgment and ability to connect and communicate with other people is not likely to wane anytime soon. Eric Knott: HR executives are falling in love with meaningful, clean, just-in-time data. HR can now provide data just like a finance or operations department.  The technology embedded in HRIS software is slick and incredibly useful in strategic decision making.  The challenge is for HR executives to become more datadriven, more informative with their senior leader peers, and more inclusive of industrial applications for social media. April Miller: Technology continues to provide human resources executives with immediate, on-demand information. The difficulty lies in making long-term human resources decisions with short-term data. Immediate access to data should be tempered with trending and cautious change, rather than immediate and radical change. Jessica Pierce: HR executives now need to be versed in cultures and laws across the nation and the world. Work from home technologies (such as the company Open) have developed entire systems to manage the working from home office. Companies have managed employees from across the world for years, but it is a trend that will continue to grow. Every function of HR is affected with employees working across the globe: Talent acquisition, compensation and benefits, training and development, risk management, employee relations, etc.

AzBusiness magazine July/August 2017  

Don’t miss reading about this year’s class of the Most Influential Women in Arizona Business. This issue spotlights the people and associati...

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