The Future in the Development in Human Resources

New technological developments require from employees to have new skills and, of course, new knowledge in order to be able to adapt quickly to the required skills of their work which are constantly being developed and altered. The challenges facing companies that believe that human resources are the main driving force of a company to cope with ever greater competition are many and large.

by Thanos S. Chonthrogiannis-https://www.liberalglobe.com

The path of challenges and their respective strategies for tackling them

A. The first challenge facing every employee in his work is stress.

But not the creative stress which in some cases is legitimate and desirable but the stress which comes from schedules, labour pressure, productivity and achievement of goals. This “catastrophic” stress affects both the health of the employee and the dynamics of his productivity.

Most employees do not have the necessary mental and psychosomatic skills to properly manage this stress. The result of this is when the employee leaves his work to convey his stress to his house and his family and whatever that means for his personal and family life equally.

If the employee himself is not able to distinguish the problem from the outset, then this situation becomes permanent and the employee fails to control this stress. In this case we are talking about reduced productivity, professional and family bickering, mismanagement of overwork and all the other problems that accompany these situations.

The problem must be borne by the employer-company by anticipating and “curing” these situations. In the same way that the employee acquires all types of corporate privileges and facilities should in the same way companies offer daily sessions of yoga, meditation etc. to their employees after the expiration of the working hours and before the employee returns to his home.

In this case companies will find a drastic increase in the productivity of their employees, greater appetite for productive work at individual level, reduction of bickering and more mutual understanding between employees.

B. The second challenge lies in the fact that if the actual skills of the employee are identical to the skills/elements required by the work he does.

So the question is whether the employee really loves the job he does in the company and if his company-employer knows the skills-elements of each job in the company and if these skills-elements of each post work correspond to the skills of each worker working in each job.

The companies should analyse in detail what makes an employee really loves the job he has in the company and if the job gives the employee the opportunity to implement his skills and competences by developing along with time.

This for companies means that they need to implement procedures to analyse the elements and skills of each job in their company. The workers on their part should be able to establish whether their skills match those offered by their job position. If this is achieved, it will become a much better placement of the employees in the company’s organization chart and then the companies can say that they implement the saying “the right person in the appropriate position”.

The profit in this case is that the employee can satisfy his basic psychological needs, to be able to apply his skills to the fullest extent possible daily and at the same time to develop personally both himself and its productivity.

It is therefore necessary for companies to analyse the elements of all jobs in their organisations and to reconstruct these jobs by matching their required data with the corresponding real skills of the appropriate employee selected initially by all existing employees in the company.

If this is applied which jobs are left vacant due to unmatching skills with the real skills of existing employees, the companies can move forward to new recruitment. In this way, the overall degree of productivity of the company is maximized.

C. As companies choose talented prospective employees, in the same way talented employees choose which company to work and evolve.

For this reason, the talented employees do their own research for their candidate company in terms of reputation and brand name of the candidate company and before they send their CV or before completing their application for recruitment in it.

The problem of “notorious” companies is that they will create, to the candidates for recruitment, a new attractive recruitment process to attract and persuade new talented candidates to work for them, with aim to develop them to these prospective employees with these companies.

D. The training of employees in artificial intelligence.

Maybe the technology of artificial intelligence to cause fear to workers as its full application as well as the application of the other technologies such as of blockchain, drones, internet, robotics, virtual reality, maximized intelligence, three-dimensional printing correspondingly, to change rapidly the foundations the ways of human thinking while eliminating a large number of jobs from industries, but that does not mean that workers should not exploit the potential that the technology of artificial intelligence can offer them as well as the other technologies.

In fact, the employees should coexist with these technologies. And the purest coexistence within the company is achieved when employees learn to collaborate with these technologies in order to become more efficient, more productive, reducing their working time by acquiring in this way more substantial free time.

E. Greater involvement of the employee in digital and mobile education.

Employees should be trained more and more frequently. Both the evolution of technology and the ways of approaching consumers are constantly changing and evolving. For this reason, employees should be involved in increasingly individual training time.

With this way every employee can learn what he needs when he chooses to do so. To achieve this education requires the use of a digital media platform, which in any case be able to accept, adapt and distribute educational materials and always based on employees’ requirements and obligations.

In individual education, the employee only monitors those courses and skills that are of interest to him and chooses those that really have the optimum effect on his productivity.

The companies in these cases earn because the cost of individual education through digital platform is much cheaper than the group training of employees that takes part with the participation of all employees-trainees in a classroom education.

All these strategies mentioned above can address these challenges, helping both employees and companies to achieve a big leap in their competitiveness that will bring faster growth in both individual, corporate and national level.

The employees on their part should themselves seek from the management of the company working all these processes to increase their skills because they will be the happiest with their results.

Thanos S. Chonthrogiannis

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