In recent surveys:

  • - 50% of companies expect their traditional business models to be obsolete by 2020.
  • - 80% say they feel behind in adapting to change
  • - 90% say digital is forcing them to reassess job titles and team structures.

Against this disruptive background, no discipline is being affected more than human resources – whose practitioners must deal not only with seismic shifts in the way the business around them manages human capital, but also with the direct impact of new technology on their own day-to-day duties.


TRADITIONAL ROLES ARE INCREASINGLY UNDER THREAT – HOW SHOULD WE BE ADAPTING?


More and more innovative HR practitioners are rapidly reshaping the way they work in terms of adopting, rather than avoiding, powerful new technologies such as recruitment chatbots, database mining and Graylink. With frequent advances in areas like robotics, automated communication and the Internet of Things,the pressure is on for HR teams to diversify their knowledge set to keep pace with the digital disruption curve. For those prepared to get hands on with it, the current value of the HR software and tools market is said to be around $14 billion. The trick is working out how best to grapple with it.