there will be more job sharing, split shifts, part-time, and independent contractors. Retention of workers will be more difficult: employment for the project will be seen more and more; and lack of job security and company loyalty will be pervasive. Also, older worker will have to make a huge adjustment and may not be willing or able to. To prepare for these changes consider introduction of a flex policy and evaluation of meeting or event schedules to allow for more flex time. Determine technical training needs and prepare training programs for those need. Develop a workforce plan to forecast future staffing levels and ensure succession-planning programs are in place and are meaningful. Also, reviewing benefits and retention practices to ensure desired results may be achieved. With fewer connections between employees and management the need for greater accountability, independence, and trust is necessary. The changing workforce resulting from the tremendous technology updates presents a new challenge for workplace relationships. As HR leaders we must be leading our organizations into and through the technology changes and challenges. We must be prepared to conquer this ever-evolving technology. It is no exaggeration to say that some kind of new hardware or software is introduced to the public on a daily basis. Which ones will make a difference to HR in the future? Here is a list of computer technology that may effect HR departments in the future. First of all computer security is a concern to both information technology and human resources people everywhere, as computer viruses like “love bug” paralyze organizations for days and security breaches allow hackers into sensitive company files. In the future, however, employees may be required to undergo iris scans to access their computer files. This technology is already used to control access to rooms, identify prisoners, secure bank vaults, and as a substitute...
