The COVID-19 pandemic and other market disruptors have forced HR leaders to accelerate change within their function. By working with finance, operations, and compliance, they have continually reviewed and implemented changes in policy and working practices responding to organizational performance, productivity requirements, and market dynamics while balancing well-being, government and health guidelines, and societal changes.
KPMG surveyed business leaders in their CEOs 2020 study, where they discovered that 80% believe the pandemic has accelerated the creation of a seamless digital customer experience. Another 48% say it has ‘sharply’ accelerated digitization of operations, putting (UK) businesses’ years’ in advance of where they expected, with larger organizations estimating that the pandemic has pushed them forward by around five years.
Amid the intensity of business disruption, seldom has there been the time or energy to look back to reflect what we have achieved in HR or IT. Here at Oracle, what we are starting to see in response to the disruption is an evolution where HR customers are adapting, growing, and developing with AI and machine learning at the heart of their HR function. Are we seeing the evolution of the new HR Business Partner Super Job?
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The term ‘Super Job’ first came across our radar in Deloitte’s article, ‘From Job to Super Jobs’ in April 2019. They stated that “The use of artificial intelligence (is) redesigning jobs… Jobs of today are more machine-powered and data-driven than in the past, and they require more human skills in problem-solving, communication, interpretation, and design. As machines take over repeatable tasks and work, people become less routine – evolving into “super jobs.”
Technology has changed the required skills and work requirements of a Super Job by combining various traditional jobs and skills into integrated roles, resulting in significant productivity and efficiency gains that can arise when people work with smart machines, data, and algorithms.’
Where we see the emergence of Super Jobs is within workforce planning. The pandemic and economic disruption have shortened strategic workforce planning timeframes to three years rather than the traditional five. Among those benefitting the most include customers who are utilizing Oracle Cloud HCM analytics and dashboard capabilities. More than ever, line managers have greater visibility into financial workforce planning tasks such as resourcing costs, headcount, pay increase, and recruitment—all enabled by digital frameworks and baked into the HCM digital processes. Leaders also now have more time to look at business continuity through a strategic workforce planning lens, empowered by AI technology and machine learning to shape and support complex and multiple ‘What If?’ scenario plans.
Want to learn more? Read about the HR Business Partner’s evolution as the first HR Super Job and how Oracle Cloud HCM can digitalize your organization’s workforce process from strategic planning to scheduling.
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