Join Wednesday's webinar to better understand how the world of work has changed, and how you could empower your workforce to meet the new demands.
CHRO SA will be hosting a webinar on Wednesday with three of Oracle South Africa’s top HR experts. Queen, Rob and Ronnie will delve into some of the key lessons for HR professionals navigating the uncertain terrain that is human capital management in times of Covid-19.
“In response to this pandemic, people are learning, unlearning and recalibrating themselves. These individuals seem to have reset themselves according to our new circumstances and have evolved into a new generation,” says Oracle HR director for South Africa Queen Mokonoto.
Queen says that remote working has meant that employees have new and greater expectations of HR and their managers because, more than ever before, HR professionals are expected to work with company leadership to create an environment that delivers support, meaning, and collaboration.
“Employees across organisations are dealing with frozen headcounts, who are in need of upskilling and reskilling, and who must integrate remotely and manage a gig workforce,” she says, adding that remote work has resulted in HR now starting to have access to solutions that focus more on serving the requirements of employees and managers, as opposed to just focusing on assisting the HR team completing their administrative tasks efficiently.
Oracle strategic business solutions engineer Rob Bothma, and HCM sales development & strategy leader for Africa Ronnie Toerien will be alongside Queen in Wednesday’s webinar, which will explore the impact of Covid-19 on organisations and their people. Attendees will hear why empathy, resilience and innovation have become critical to organisational success and given a glimpse into Oracle’s own HR success story, both before and during the pandemic.
“The past few months have brought about a new impetus and a sense of urgency within organisations with regard to their digital transformation journeys. It is those organisations that had long before identified this transformation as being key to their strategy the were ready to easily adopt a new way of work. Those that were sluggish in their approach have found it challenging because they were forced to act whether they were ready or not,” says Rob.
Rise of generation R
Rob says the Covid-19 pandemic has also given rise to a new generation of employees - ‘Generation R’ - who comprise the entirety of global workforce and have been forced into a new world and lifestyle of remote work. Regardless of their age or unique working styles and preferences, Generation R comprises those who thrive in face professional demands and limitations of working remotely. This Rob says is the reason it has become mission-critical to implement HR information systems (HRIS) that enable employees to be productive whatever their age or work style.
“In a matter of weeks, a large majority of workers adapted and developed new habits, beliefs and ethics. For the first time, different generations are starting to think alike. In response to this pandemic, people are learning, unlearning and recalibrating themselves. These individuals seem to have reset themselves according to our new circumstances and have evolved into a new generation,” says Rob,
“During the course of the lockdown, they have developed new skills, embraced new paradigms and have re-adjusted their worldview. They have given up their old way of thinking and have developed a new point of view. This generation feels much more in control, more resilient and more comfortable with ambiguity. They are preparing to work harder than ever before and are finding new ways to achieve productivity, balance and a sense of purpose.”
Technology for technology’s sake
Ronnie says companies must adopt cloud-enabled technologies like Artificial Intelligence, Machine Learning, Chatbots, Automation and Analytics; transforming the way organisations enable their people.
“However, it should be noted that using new technology for the sake of using it, does not create a compelling business case to take to the board for funding. An overall understanding where the efforts need to go, and what positive impact they will have on the business as a whole is critical. Because, while all these new technologies bring with them great promise and expectations, the key to effectively utilise these to achieve the desired results, all depend on how these technologies are implemented, as this will be the major determining factor between success and failure,” says Ronnie, adding that often the mistake made by new adopters of technology, is the belief that automation in itself will automatically have a positive impact on the organisation.
To achieve a positive impact, he says it is key to understand the fundamental difference between enablement through technology and digital enablement as these are definitely not the same.
“The primary difference between the two is that technology enablement is using technology as a tool to produce an outcome, while digital enablement is less about the application of technology, and more about choosing the right technology to sustainably elevate and advance your workforce.”
Join Oracle’s team of experts on Wednesday to get practical ideas on how to shift your organisation’s focus from technology enablement to that of digital enablement. This webinar will help HR practitioners gain insights on how to properly accelerate your organisation’s digital transformation, and to get it done in a way that enables employees in this brave new world of remote work.
