Organizations need to make sure their people are equipped with the right skills not just for today, but for the workplace of tomorrow.
ADP’s Linda Mougalian shares insights on how leaders can examine the talent and skills they’ll need going forward.
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Linda Mougalian, ADP Vice President, Strategy and Operaions - Global Product and AI
It's about understanding what the end goal is, how the work happens, and using the tools to make that experience better for the people, for the organization, so everybody can have a better experience in their work life.
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Ted Kopta, ADP Vice President, Product Marketing
What trends do you see on the horizon for the workplace, and how do you see technology helping address those trends?
Linda Mougalian
So there's a few things I think, you know, one is just skills. Everybody's talking about what skills do we have? What skills do we need? On the personal level and on the organizational level. So being able to understand what's needed from a strategic workforce planning perspective and what you have, I think from a trend standpoint, connecting that if you have internal talent, being able to move them in, and that gives people an opportunity that maybe they wouldn't have had in the past.
And that's becoming more and more prevalent where companies used to just post externally and now they're looking internally to try and make those matches. I think that that's one big trend. Another thing is just being able to see how your team comes together dynamically, because more and more often it's full time, it's part time, it's contractors.
It might be, you know, bots and agents in the future, but what does that look like from an HR standpoint? And really being able to pull all of that together to understand how is the work getting done in the organization, and how can you make the most of the resources that you have to get to your objectives? And I'd say another thing is just, the extensibility of data, thinking about all of the data that HR holds and how that can be a such a strategic part of what an organization does, connecting it to finance, procurement, any of the other systems that companies have so you can make bigger decisions around what the business is
doing. HR is in, has a seat at the table from a strategic standpoint now, and having that connection of all of the data pulled together to make those bigger decisions is really critical.
Ted Kopta
Yeah. How do you see the pace of innovation, the pace of change affecting innovation?
Linda Mougalian
I think, you know, there was really kind of a flip was switched with Covid around both how people worked, but what innovation needed to do in order to support that. So people suddenly started to work from home. All of that change happened so rapidly and we were really reacting to it. And I don't think it's slowed down since.
When you think about, from a compliance standpoint, when you think of all the changes that are happening in the world and how people are working together, and then AI shows up. So now I feel like there's really kind of a push pull between people really being legitimately excited about the opportunity to work with AI, what it could bring for them, but also having the offsetting concern around, well, I also understand that there's risk, there's data and privacy concerns and things that I should be thinking about as I'm doing this, to make sure that I do it in a responsible way for my organization and for my people.
So I think that as the pace of change is coming, trying to resolve that. So companies that can work with partners that have responsible approaches to all of their AI needs and how they're thinking about it, I think that that becomes more and more important. And just making sure that they're not missing the window, but also doing it in a way that's going to protect them and their organizations.
