Article: Genesys HR chief on the biggest disruptions facing HR in 2024

Strategic HR

Genesys HR chief on the biggest disruptions facing HR in 2024

Genesys' chief people officer Eva Majercsik shares her vision on how HR teams can adapt to disruption and prepare for the workplace of the future.
Genesys HR chief on the biggest disruptions facing HR in 2024

The workplace is transforming at breakneck speed, pushing HR teams to the frontlines of managing seismic disruptions. As new technologies reshape roles overnight and employee priorities rapidly evolve, HR faces mounting pressure to future-proof the workforce. Eva Majercsik, Chief People Officer at Genesys, shares profound insights into how leading HR organisations are responding to these tectonic shifts.

With over 25 years of experience leading HR strategy for global tech giants like HP and Microsoft, Eva shares what’s required to build agile, skill-rich workforces that can withstand gathering storms. Eva also sounds a clarion call for HR to get boardroom ready - morphing into a strategic asset that’s central to business transformation. she details the strategies to nurture talent and optimise human potential in the age of AI.

Here are the edited excerpts.

What are the topmost disruptive trends, shifts, and HR technologies you see shaping the future of work right now?

The evolution towards hybrid workplaces is a significant disruptive trend shaping the future of HR work.  

Seismic trends reshaping HR’s role:

The rise of hybrid work models, with more employees working flexibly across locations. This demands rethinking traditional office-centric approaches.

Continuous learning is crucial to closing emerging skills gaps. HR must identify gaps and implement training programs to upskill employees in technologies like automation and AI.

Leveraging people analytics and AI to enhance HR processes with data-driven decision-making. This allows for a more strategic, optimised approach to managing talent.

Elevating HR as a strategic driver of business transformation versus a back-office function. HR now has a seat at the leadership table.

What specific new capabilities must HR teams build in the next 2-3 years given how rapidly the field is changing?

  • HR teams must enhance their proficiency in data and people analytics. This involves not only collecting and managing HR data but also leveraging advanced analytics to derive meaningful insights. 
  • Understanding workforce trends, predicting talent needs, and making data-driven decisions are critical skills for HR professionals in the modern landscape. 
  • With the continuous evolution of HR technologies, HR teams need to develop digital fluency. This includes the ability to effectively use and adopt new HR technologies, such as AI-powered recruitment tools, employee engagement platforms, and data analytics tools.  

What are the top emerging ethics challenges or risks should HR and people analytics leaders urgently stay ahead of as we gather more employee data and rely more on AI?

Data privacy emerges as a focal point that demands adept navigation. It is crucial to address the evolving landscape of AI to prevent the integration of bias into HR and business processes. When approached with due diligence and the right intentions, AI has the potential to significantly amplify HR and Diversity, Equity, and Inclusion (DEI) efforts. Looking ahead, our focus shifts to the next frontier: maximising the power of AI to enhance the employee experience.  

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What have been your top focus areas this past year? Could you share some examples of the impact of those initiatives?

Last year, we honed in on two key priorities: enhancing employee engagement and transforming HR processes. We replaced traditional surveys with an Employee Experience Survey, gathering insights from various companies to guide targeted actions. Our HR transformation streamlined policies, and we revamped HR technology for self-service, better candidate experiences, task automation, and improved people analytics. It's all about creating a smoother, more efficient HR experience.

As we look ahead, what are your top predictions or “calls” for 2024 in HR?  

Return to the Office: The discussion on whether to Return to the Office or provide flexible work environments will continue.  The shift towards remote work during the pandemic, fueled by its potential to enhance employees' quality of life and foster a better work-life balance gained momentum.

Flexible work and employee trust: Surveys highlight the perceived benefits of increased concentration in a comfortable, noise-free home environment. However, it is crucial to recognise that remote work can result in diminished loyalty among employees towards their company and its leadership. Companies must listen to their employees to build trust and evaluate these advantages and disadvantages to see what works best for them.

Emergence of AI, experience officer: The C-Suite is poised to undergo a crucial transformation by incorporating two indispensable roles: the Chief AI Officer (CAIO) and the Chief Experience Officer (CExO). The rising prevalence of AI emphasises the need for a CAIO to guide effective AI utilisation in various business facets. Simultaneously, the CExO ensures enhanced customer and employee experiences, playing a pivotal role in revenue generation and brand loyalty.

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Topics: Strategic HR, #HybridWorkplace, #HRCommunity, #Outlook2024

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