The future of human resources has already begun to take shape and each of us, through the projects we organize within companies and at the community level, contributes to the way in which human resources will evolve in the next five years, said Veronica Cristea Nanu, Senior HR Manager at Huawei at Business Review’s #futureofwork – Working Romania HR Conference.
”I think it’s important to look in several directions and I’d like to point out two of them right now. One of them is related to the resettlement of labor relations, the matrix with which we work. The other has to do with relationships within the organization, the leadership area, which is very long. And, we all know, it’s important to be aware of the context in which these things happen. These are two major issues that are happening both globally and locally,” says Cristea Nanu.
”On one hand, the measures that have been taken globally in connection with the pandemic and which have affected the whole socio-economic ecosystem and, on the other hand, the rate of technology adoption, the digital transformation, which is a new revolution and which includes an important piece, automation. This is for some it is an opportunity, for others it is still a kind of a scarecrow.”
”It is important to make the right decisions and I do not mean that at the individual or company level, but at the community level and to involve both the private and the public in making wise decisions because they will change the environment in which future generations will they will live, learn and work.”
”Going back to the directions that are somewhat clearer in this case, because there is still a lot of uncertainty about the future of human resources, there are two issues that we can point to, namely labor relations, which have already begun to be reset. Certainly in the future there will be other changes, new methods of work are already appearing here, which everyone practices. We are talking about digital nomads, for example, who need more regulation. There are also hybrid working relationships. Here, too, better regulation is needed.”
”On the other hand, beyond these structural relationships, it is necessary to look inside the organization, to look at how the company affects us and how the leadership area can be more present, to support more people and business. I can say that he will be a new type of leader, who will be successful if he has the ability to create a space where people can recalibrate the old mindset, adapt to the new way of working, and at the same time recalibrate some aspects. very simple and basic in the area of HR. Namely: accountability, performance management and supervision.”
”We are talking more and more about digitization and I think it is important to understand what digitalization means to us. We must start from the premise that digitalization means improving the quality of life. And here somehow all the big market players and employees have an opportunity to use these digital elements so that the whole community benefits. There is no road you can go alone. Especially since these are challenges we face. We at Huawei are lucky to have a fairly high rate of digital skills, we are in this industry where things work very well digitally. But in the future, things will change more and more.”
”We need to look at three challenges: the pace of technology adoption, because today’s technology is not tomorrow’s, which brings a gap in the skills needed and desirable in a few years from what we have today. Then there is the need for continuous learning, which in turn comes with challenges. I would like to share with you two aspects of the study “The Future of Jobs 2020”, which shows that globally 94% of business leaders expect people to acquire new skills in the workplace. This percentage is increasing compared to two years ago, when it was 65%. There is this expectation that people will improve by default at work.”
”Coming with his feet on the ground in Romania, there is a study that shows us that the rate of digital abilities among the population is second to last in the European Union, i.e. it is 33% compared to the European average of 49.5%. On the other hand, there is a paradox: from a technical point of view, the coverage rate with technology is 56.2%. We have an opportunity to bring technology and digital skills to people who need those skills. That is why it is important for the private and public environment to develop programs and campaigns to raise awareness of what digitalisation means in society,” says Veronica Cristea Nanu.