From augmented reality for onboarding to single sign-in on unified engagement platforms, human resources departments are tasked today with highly complex technology business decisions that will map out their organizations' futures. The outcomes of these decisions could either secure their positions on the Fortune 500 list for years to come or put them at risk of vanishing from the business enterprise landscape. When organizations struggle with identifying what drives best-optimized performance, they closely examine their organizational structure and often go through restructuring exercises by switching operating models: applying the centralized model and, a few years after, switching to the decentralized model, then going to a matrix organizational structure, back to centralized, and so on and so on. My company, JobDiva, focuses on securing top talent though artificial intelligence (AI)-powered automation, and our data shows that the structure is not as critical as the people and their drive to accomplish their organizational and personal goals. Hense, the focus on finding "fit for purpose" and greater emphasis on transforming human resources (HR), not for HR itself but for the enterprise.
Mar-9-2019, 01:00:14 GMT