Empower your business and your people in a disrupted world

Insights | Mercer Digital

Empower your business and your people in a disrupted world

Empower your business and your people in a disrupted world

Business as usual is over

Artificial intelligence (AI), robotics, 3-D printing, drones and wearables are rapidly integrating into the work environment. As technology and sociodemographic shifts disrupt traditional business models and the competition for talent continues to rise, organizations must adapt and build new capabilities for the future. To stay competitive, organizations must embrace new approaches to how employees access knowledge, adapt to technology and manage their careers.

Adapt seamlessly to evolving employment models.

The workforce is changing. The employment model is solving evolving to include different types of talent resources. Organizations need new strategies that comprise traditional “balance sheet”, borrowed, freelance and open- source workers.

“Rather than managing only the internal workforce, the best companies will establish and manage an extended talent ecosystem, comprising multiple talent pools and spanning multiple generations.”

Mercer and Oliver Wyman have joined forces to help organizations prepare their workforces for the digital era. Download the "Delivering the Workforce for the Future" report for our point of view relating to skills, size and shape, as well as an outline to guide business leaders as they progress from envisioning to delivering their future workforce.

— Ilya Bonic, President of Mercer's Career Business

The workplace is constantly evolving. Expectations and demands — from both employees and the C-suite — are changing with it. How should organizations respond?

Even now, there’s an increased use of social media for recruitment, a steep rise of “digital natives” in the workforce  and a higher business demand for predictive people analytics. Read about how to meet these needs and expectations through the use of HR technology.

The Journey to Digital HR

Rethink talent processes.

Business leaders see technology at work as the trend that will have the most critical impact on their organizations over the next two years. They want to prepare their workforce for the future and make advanced technologies part of their business. The vast majority (97%) of executives we surveyed say that becoming a digital organization is important to their future, and 77% say they’re on a digital journey already.

It’s no wonder that, these days, there’s a lot of talk about HR transformation – and so there should be. If you do it right, you transform not just your HR services but also your business as a whole.

 

Out of the Cloud, Into the Fog

Attract tomorrow’s talent.

Reaching high-quality talent depends on a strong digital presence. Brand attraction is strongest when company interactions with candidates, employees and alumni leverage a powerful brand. Technology is shaping this landscape, not only to ensure a positive candidate experience but also to increase efficiency and decrease time-to-hire. Chatbots, algorithms and online assessments are creating a more scalable and engaging recruitment process, enabling more targeted talent sourcing and driving more intelligent hiring decisions.

 

Data suggest that tomorrow’s talent will increasingly include gig workers.

 

Learn more about how to best engage and motivate your gig workers.

Uncover actionable insights through predictive analytics.

In a radically shifting world of work, deriving actionable insights from talent analytics and big data is a core element of your empowerment agenda. Data analytics form the foundation for informed human capital decisions, helping you identify key drivers of employee engagement and business performance.

Prepare for a digital future across the globe

Mercer’s latest Global Talent Trends Study, which covers more than 37 countries and 20 different industries, discovered how, globally, technology-driven disruption is reshaping value chains, making people and information more accessible and redefining how work gets done. At the same time, the changing demographic profile of employees – an aging workforce in some large markets coupled with a young educated workforce in others – is challenging the traditional model of what it means to “go to work.” And companies in emerging markets – both homegrown and multinational – are faced with similar challenges when compared with those in Europe, North America and Oceania.

Understand the impact of AI.

Our research shows that 82% of business leaders will invest extensively in artificial intelligence (AI) in the next three years, yet only 17% are ready to manage a workforce that comprises people, robots and AI. HR must be prepared to face these challenges. Adoption of AI, robotics and cognitive computing will have implications for organization design and will impact the talent needs of organizations — including talent sourcing and skills development.

One example is how algorithm-based investment advice, or robo-advice, has disrupted the wealth management industry while gaining significant asset growth over the past few years.

 

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Empower your people to drive digital transformation.

In a digital era, it’s easy to think technology is the key to competitive advantage. But great technology is not enough. Real growth depends on engaging and empowering your employees.

At a time of revolutionary change, evolutionary progress no longer wins the race. To stay competitive, business executives and HR leaders need to collaborate to engage and empower their workforce.

 

Learn More: The Change Agile Organization: Growth Through Employee Empowerment

Businesses drive digital transformation by empowering their people.

By helping your people plan for the unknown, mitigate risk and thrive at work, your organization can respond to rapid change and ready itself for the future.

 

Your high-impact digital HR strategy starts here.

 

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