Canadian HR Reporter

CANADIAN HR REPORTER MARCH 2018 6 NEWS 'is is not a technology issue, it's a people issue' Time should be dedicated to- wards determining future skill sets and training opportunities to meet those needs. Alongside dealing with resis- tant workers who may need to alter their work habits due to an outdated role, HR should intro- duce steps towards lifelong learn- ing, said Greenhalgh. It helps to delegate issues into three "boxes" including managing the present, selectively forgetting the past, and creating the future, he said. "It's all about HR because it's all about people," said Greenhalgh. "HR has to be involved in that. is is not a technology issue, it's a people issue... e challenge is how do we keep running today at peak performance while, at the same time, plan for the future?" e future of HR Technology is merely one com- ponent that will shape HR going forward, said Rob Catalano, co- founder of Toronto's WorkTango, an HR-tech company. He also pre- sented at HRPA's conference. ere's no doubt HR solutions need to change in response to the disruptions affecting the work- place today, he said. For example, for a century, em- ployers found staff through news- paper job postings. But over the past 20 years, that solution shifted to online job boards and, more re- cently, LinkedIn, said Catalano. Alongside tech offerings, hu- manity and business philosophy also need to be considered in HR. Technological options such as AI and machine learning are merely enablers, unsuccessful in isola- tion, he said. "When we think about build- ing that structure for the future of HR, we have to think of the future of humanity, not just the business and the organization, or the tech- nology we're using." Practically, that means HR should be engaging employees when shaping policy, making sure their workplace is people-centric, and considering employees' needs as foremost, he said. Focusing too much on the em- ployee-HR experience is self-serv- ing, as opposed to setting policy to define the worker experience in general, according to Catalano. "Only one per cent of the time are they interacting with HR," he said of employees. "Ninety-nine per cent of the time, they are inter- acting with the other employees in your organization." As for philosophy, HR prac- titioners should look to develop a corporate passion and people strategy, rather than focus on a traditional business model, to al- low for shifts in business focus as disruption arises. "Build purpose, but find it first," said Catalano. "It's up to you to in- fuse that into everything you do." Agility should also be a prior- ity for HR going forward, he said, pointing to quicker build-and- release cycles and the redun- dancy of annual reviews such as typical performance management processes. "is agility is necessary for us to be successful and it's really what the future of work looks like," he said. "No one's doing anything an- nually anymore." "Change sucks but, at the end of the day, we need to adapt to it," said Catalano. "If you don't have the right strategy, focus, ap- proach… you can't get to success." "When you reimagine the fu- ture, you reinvent it. We can't con- tinue to do the same things. Our solutions need to change." REVOLUTION < pg. 2 A robot carpet cleaner passes a worker using a traditional vacuum cleaner at the 2018 Winter Olympics in Pyeongchang, South Korea, on Feb. 13. Credit: Phil Noble (Reuters) The Canadian Payroll Association's InfoLine is a one-stop shop for payroll compliance knowledge. Fast and reliable answers at your fi ngertips. Find out how you, your HR team and organization can benefi t from InfoLine and other payroll compliance tools. NEED PAYROLL COMPLIANCE TOOLS? Download your complimentary copy of the Year- end Checklist to help you comply with payroll legislation and avoid the risk of costly penalties. Download your Year-end checklist now: PayrollCompliance.ca/CHR01 CANADIAN PAYROLL'S BEST KEPT SECRET

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