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May 18, 2024

Garret Vesperman

Smart Investment

Rethinking Workforce Transformation

3 min read

Introduction

When you think of workforce transformation, what comes to mind? Do you see robots replacing humans in factories and warehouses? Do you imagine workers who no longer need to work because AI has taken over their jobs? These are just some of the myths about digital transformation that we’ve been hearing for years. But they’re also a distraction from what’s really happening: organizations are becoming more agile, creative, and competitive by using technology to create purposeful work—not just automate it. So let’s set aside those myths and get real about the possibilities for digitizing the workforce so that everyone wins.

There’s a new approach to workforce transformation.

Workforce transformation is the process of transforming your organization’s people, processes and technology to become more agile and effective. The old approach was largely focused on changing people through training programs or off-site workshops. This can be very expensive and time consuming, especially if you have a large number of employees who need to be trained.

The new approach focuses on how technology can help organizations achieve their business goals by making it easier for employees to do their jobs better–all while reducing costs associated with ongoing training programs or external consultants who may not always deliver results as promised!

It starts with an understanding of people and the business.

It all starts with an understanding of people, the business and technology.

When you’re trying to transform your organization’s workforce, it’s important to understand all three elements: who your employees are; what they do; and how you can use technology in order to make their jobs easier.

It takes a holistic view of talent management.

A workforce transformation is not just about automating tasks and processes. It’s about creating a culture where people can do their best work, grow and learn.

It takes a holistic view of talent management that includes both strategy and execution:

  • Strategy: How will you attract the right talent? What are your key performance indicators (KPIs)? How will you measure success?
  • Execution: Who should be involved in defining the strategy, developing KPIs, measuring progress against them? Are there any gaps in skills or knowledge required to execute on the change agenda–and how can those gaps be filled through training programs or other interventions?

It uses technology to help create more purposeful work, not just as a means to automate it.

  • Technology is a means to an end, not the end.
  • It can help people work better together.
  • It can help people work on their own.
  • It can help people make better decisions and connect with each other in new ways by bringing them together around common goals or interests.

Workforce digital transformation is about more than just automating tasks with AI

AI is a tool, not a solution. It’s not a replacement for people or managers, leadership or strategy. You will still need all of those things in order to make sure your workforce transformation is successful.

In other words: AI is great at automating tasks–but it can’t do everything by itself!

Conclusion

Workforce digital transformation is about more than just automating tasks with AI. It’s about using technology to help create more purposeful work, not just as a means to automate it. This requires an understanding of people and the business–something that can only come from a holistic view of talent management.

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