The Rise of Super Jobs

Michael Stephan, a principal and human capital leader in Deloitte, discussed how HR leaders can prepare for technological disruption and automation in the workplace. He also talked about the potential challenges that HR managers can face with the rise of ‘super job’ and its effect on the workplace. 

The interview with Michael Stephan provides the following key ideas with the super job’s development.

  • The strategies that HR leaders may use for innovation and embracing it
  • Learning the HR tech to improve measurable results
  • Top trends to utilize in HR tech 

The top 3 tips for the future of HR leaders 

The following are the tips for HR leaders with the rise of super jobs.

  • Drive for clarity of purpose 

Make sure to have time to define the vision. You need to connect to grow the business and improve the workforce experience. 

  • Take the organization to a digital system 

If the organization affects the members of the workforce on a regular basis, you can move forward with digital adoption and enablement. Serving your internal customers have an impact on their performance on serving your external customers. It is also a good idea to have workforce redesign and work for human integration with machines. 

  • Embracing ecosystem 

In the past years, HR adjusts services, technology, operating models as well as policies to stay with the changes. Nowadays, there is a fast change wherein there is also a high level of disruption. One solution is to embrace the ecosystem to improve outcomes and fill capability gaps. 

Facing the challenge of technological disruption 

Michael Stephan also provides tips for HR leaders to deal with technological disruption in the workplace. 

  • Never deploy on silos 

In today’s modern generation, there are lots of technology to choose from in the HR spectrum. These technologies can be used for performance, leadership, learning, recruiting, and others. Usually, organizations deploy and choose individual solutions without considering planned or existing platforms. Even though some solutions can meet the needs of a single function, you take the risk of not using the full value. 

These times, the workforce want to personalize the experience and make it more consistent and integrated. You need to challenge your options to find out how it integrates with the wider ecosystem and the solution’s extensibility. 

  • Evaluation of technology ecosystem with experience lens 

Most companies remain to evaluate technology options with traditional lenses, such as cost usability and functionality. Well, you must use a more strategic approach and know the experiences you want to make for the workforce. You can evaluate the options to achieve your goals.

  • Be comfortable with experimentation 

Most HR organizations already lived in an environment where technology took months to build, design, and additional months for testing and deployment. If you plan to evaluate the latest options, find opportunities to test it in a small population, increase deployment and offer yourself to reiterate. Additionally, you can enhance it before you deploy it to a bigger audience. 

The challenges that HR managers may experience with super jobs 

According to Michael Stephan, HR managers can face challenges like how to keep machine operation while enhancing the workforce to keep up with ‘super jobs.’ Emphasis on development and learning for employees are important to make sure that the company can still be successful even if some workers leave. 

Super jobs bring together various capabilities and skills, which can offer opportunities for individual growth, enhanced talent mobility, and new career paths. Empowering team members need to develop to enhance human skills with the use of new tools. 

What are the HR tech trends? 

There are lots of emerging HR tech trends, which include the following:

  • The urge on focusing with an alternative workforce as well as the expectations in their experience to engage with the organization and offer chances for more efficient performers working across the organization
  • Continuous expansion of Internal Mobility and filling roles within the organization 
  • Extending pilots in AI matching space to allow enterprise-wide abilities to suit candidates to responsibilities using efficient technologies
  • Concentrating on key talent segments for assessments, making opportunities beyond tech-abilities and entry-level workers for organization fitness assessment

Does augmented or virtual reality a useful tool for inducting new staff? 

Companies successfully use AR and VR to improve their capability of engaging new team members during induction and on-boarding beyond traditional procedures. With the help of these technologies, the new staff will be more motivated with corporate culture. It can give advantages to speed time and new employee training to improve effectiveness. 

The following are some examples to leverage the technology for corporate and physical culture engagement and introduction:

  • Augment Reality utilization in a physical space for group or individual ‘scavenger hunt’ approach to learning about leadership, physical location, policies, and colleagues. 
  • Using VR to offer an immersive introduction for corporate areas for workers who relocate for their new position or for remote workers. It can help workers to get an idea about the organization and stay connected. In addition, it can also be used with leadership welcome messaging on an organizational level. It can provide a more personalized experience for employees. 

The role of Michael Stephan at Deloitte 

Michael Stephan shared about his role at Deloitte and his career path. According to him, he joined consulting after he graduated with a Business Administration degree. He focused on marketing. He was also deployed to custom technology projects, which transitioned to focus on Human Resource platforms. 

He currently headed the US Human Capital business for Deloitte. He believed that they could achieve excellence depending on how customers and the workforce feel about their created experiences. In addition, it can also depend on how they meet the needs and expectations of the team. Michael Stephan stated that he is proud to be a part of an organization that is committed to excellence in terms of outcome.   

Conclusion 

To sum it up, the approach with super jobs can be a talent marketplace to achieve the goals of the organization. With the help of this interview with Michael Stephan, we hope that you learn how to apply the best strategies to improve your business operations. 

Rylie Holt