Human resource professionals and readiness for the future of work

Abstract

The current shift in the world of work, moving from a conventional to a digitalized workplace, has necessitated that professionals embrace and prepare for emerging work patterns. This study evaluates the readiness of human resource (HR) professionals for future work, given the emerging trends of the technologies of the fourth industrial revolution in Nigeria. This is particularly important because the HR professionals are responsible for the entire workforce in any organization and there are concerns that if HR is left out in the current transition to the fourth industrial revolution, many business segments will witness setbacks. The study leveraged on primary data and a survey of 218 HR professionals was conducted across organisations using survey monkey. Chi-square test of independence was used to ascertain the HR professionals' readiness, vis-a-vis their current grade level, supervisory responsibilities, and personal development plans. Findings revealed that most HR professionals are generally not ready for future work in Nigeria, as indicated by a p-value above 0.05. The result further shows that the higher the grade level, the less prepared they are for future work. This paper emphasized how human resource practitioners can prepare for the emerging shift in their world of work and policy recommendations were highlighted

Enhancing Employee Productivity Through Technology System AI-Based Approaches

“…In the customer support case study, agents who utilized AI tools achieved competence levels that typically took eight months in just two months. This accelerated learning highlights the potential of AI to expedite skill development and proficiency, benefiting both employees and (Jacob, 2018) (Dlamini et al, 2022), (Susilo, 2020) Employee Skills have a significant effect on employee performance Employee Skill and Human Resource Readiness (Adeosun & Adegbite, 2022) (Alqudah et al, 2022) (Zayed et al, 2022) High-performance HRM Practices are positively related to readiness for change.…”

“…The study conducted by (Adeosun & Adegbite, 2022) revealed that A p-value greater than 0.05 suggests that the majority of HR professionals are not normally prepared for future employment in Nigeria. Meanwhile, the study conducted by (Alqudah et al, 2022) (and Zayed et al, 2022 revealed that Highperformance HRM Practices are positively related to readiness for change.…”

“…There are Some researchers studied Employee Productivity through Technology System AI-based approaches, such as Employee Skill and Employee Productivity ((van Zyl, 2022), (Jacob, 2018), (Dlamini et al, 2022), (Susilo, 2020). Employee Skill and Human Resource Readiness ( (Adeosun & Adegbite, 2022), (Alqudah et al, 2022) (Zayed et al, 2022) , Human Resource Readiness on Employee Productivity ( (Laseinde et al, 2020), (Andrew, 2017), Technology System on Employee Productivity (Murugesan et al, 2023), (Al-Kharabsheh et al, 2023), (Williams, 2019), Technology System on Human Resource Readiness (Waddill, 2020), (Sabrina Jahan, 2014), (Ben Moussa & El Arbi, 2020), (Nandhini et al, 2022), (Board et al, 2020 This article explores the findings of a quantitative study that Employee Skill, Technology System application of AI, through Human Resource Readiness, and its impact on employee productivity. The study involved 99 employees in diverse companies.…”