By However, there is no cause for despondency in the forthcoming era, there will indeed be employment opportunities, albeit consisting of non-routine assignments that are challenging to automate. Therefore, it is imperative to consider education not only as an activity confined to school but as an ongoing dedication throughout one’s professional career in CIPD. The future workforce will need to focus on acquiring new skills and being reassigned to different roles to advance their careers. The HR director of Microsoft, Claire Logan, emphasized the significance of maintaining a growth attitude, stating that AI functions as a copilot within the organization.
6 Key Takeaways from the 2024 CIPD Conference
AI’s Impact on Employment
According to economist Daniel Susskind, the question is no longer about whether a computer can make judgments or behave based on intuition like a human expert. Instead, the question is whether advanced AI, as discussed in the context of the CIPD Conference, can handle uncertainty more effectively than a regular human. Therefore, all professions, including those that need the utmost levels of competence, will experience change.
Importance of Listening to Employees
During the Making Work session, the panelists explored the idea that businesses can assist individuals during the cost-of-living crisis, even when financial resources are limited. However, the crucial factor in ensuring the effectiveness of this help is to fulfill people’s desires by directly asking them, rather than adopting a paternalistic approach.
The seminar, managed by CIPD, highlighted the difficulties of accommodating a workforce consisting of multiple generations. However, employers should refrain from making assumptions about individuals’ desires based solely on their age group, as many people share similar preferences. Once again, the crucial aspect is to actively engage individuals by involving them in the process.
Cultivating a Learning Culture
There is a mismatch between the talents that organizations require and the skills possessed by people. Paul Devoy, CEO of Investors in People, suggests that businesses should proactively address this issue. In addition, Linda Holbeche, an adjunct professor at Imperial College London and a CIPD member, emphasized the rapid pace of change and stressed the importance of organizations fostering a culture of continuous learning.
St Ann’s Hospice is actively engaged in that endeavor. Gill Turnpenney, the director of human resources, stated that to prevent individuals from forgetting the knowledge acquired via the Inspire Leadership Programme, they are provided with toolkits and assigned a post-program project to complete.
Mersey Internal Audit Agency (NHS) conducts quarterly seminars dedicated to enhancing soft skills, in addition to their annual leadership course. Hays Travel has formulated a set of 11 attributes that define an exceptional leader. Additionally, managers consistently engage in a process of learning and regularly challenge themselves to go beyond their familiar and comfortable boundaries. Semiannually, they convene to assess their progress in their pursuit of becoming an exceptional leader.
Diversifying Talent Pools
Representatives from St Giles Trust and engineering and construction company J Murphy Sons provided a compelling depiction of the advantages of investing in the incarcerated individuals of the United Kingdom.
Former convicts present a relatively unexplored pool of skilled individuals for companies, and correctional facilities provide opportunities for them to acquire valuable qualifications if organizations proactively inform inmates about future job prospects during the early stages of their imprisonment. The primary obstacle for many former convicts in finding employment is their lack of confidence, rather than their previous conviction. Therefore, potential CIPD assignments help employers make an effort to show that they welcome applications from this demographic.
Speakers emphasized the importance for employers to look beyond a person’s criminal record. They pointed out that a basic DBS check does not provide any information on the circumstances that led to someone’s imprisonment, such as poverty, family issues, or trauma. Additionally, they highlighted that many individuals have only served brief sentences. To effectively incorporate those with criminal records into the labor force, Mindy from St Giles Trust suggests that organizations must establish an environment in which individuals feel comfortable discussing their past circumstances without the worry of facing prejudice.
Empowering Middle Managers
Dame Irene Hays clarified that, within Hays Travel, the manager at each store assumes full responsibility for operating their firm, exerting the most significant influence on the organization’s personnel and clientele.
During the CIPD equity, diversity, and inclusion keynote panel on the second day of the conference, Chami Dhillon from Kingfisher mentioned that in certain stores, employees only work on Saturdays. These workers may consider the importance of their line manager to be greater than that of the CEO.
According to Pauline Hogg from Arla, middle managers play a crucial role in establishing the overall atmosphere and culture of the organization. Their actions and omissions have significant consequences. At Arla, managers are expected to embody a certain role: that of a player rather than a mere passenger or prisoner. Additionally, they are encouraged to act as an amplifier.
Trust in Employee Engagement
Sarah Blake, the HR director at Talk Talk, emphasized that we had placed our trust in our employees to effectively manage their jobs remotely during the COVID-19 pandemic. Therefore, if we now insist on their full-time return to the physical workplace, they may interpret this as a lack of trust in their abilities.
People’s expectations regarding management have likewise evolved. They will no longer tolerate an authoritarian style of leadership, hence we must establish a constructive culture rooted in trust.
Trust is crucial in the context of the HR department as well. Rick Lee, representing Wilmott Dixon, identified three key factors in establishing trust in the HR department: competence, referring to the knowledge and expertise in the field; credibility, which involves fulfilling promises and commitments; and chemistry, the presence of positive relationships and affinity among colleagues. The CIPD plays a vital role in promoting these aspects within HR practices.
Conclusion
In conclusion, the 2024 CIPD conference offered invaluable insights into the evolving landscape of employment, emphasizing the importance of AI, continuous learning, empowerment, diversity, trust, and active listening in fostering organizational success.
