Solution
Question 2
The modern technology has had an impact on revolutionalising the extent in which organisations value creation and manner in which people practice professionals operate in distinct industries, economy and society. This is affirmed in Houghton and Baczor (2020) study finding which had evidenced that big data, digitization and Artificial Intelligence (AI) harness success in managing hard jobs, augmenting roles and changing nature of work. This phenomenon in my organisation which is IHCC entail an embrace of newer tech, hence improving their changing nature of work. The modernized technologies are under a consistent change since they represent a core area of contemporary job functions. Stemming from the above explanation, my recommendation to the senior management team (SMT) in IHCC evidencing the extent of supporting technology in workplace to promote employees experience in their working life. These include E-Learning, AI and Robotics and Remote Working Technology. These are identified due to the current positioning of IHCC by prioritising on mitigation of COVID-19 pandemic and at the same time designing and build superior quality and valuable Turnkey Projects. A case example is where by embracing E-Learning, they provide employees in different positions with AI and Robotics which improve the extent in which they are successful in the construction industry. Further, the remote working is anchored on IHCC practices through information integration, studies on feasibility, education and accessing quality learning as a core area of their practice.
High Quality E-Learning Interventions
Today, considering IHCC, through an embrace of E-learning interventions, they are in a position of upskilling and promoting employees career growth and development for better job shadowing and eye-eye training. This is supported by Davies (2020) 2020 research which had evidenced that 54% of 1000 surveyed employees apply digitized and online learning particularly in the current COVID-19 pandemic with 80% interested with an increase in this proportion in coming 12 months. Therefore, considering the intense implication of COVID-19 pandemic IHCC which is influencing return to work approaches, by embrace of e-learning interventions, relevant capacity development approaches ought to be facilitated with continuous professional development (CPD). Further, the furloughed employees are facilitated with online opportunities to learn and also social support. These components are employees job security, health and wellbeing, work-life balance, and motivation. In regard to job security, Houghton and Baczor (2020) note that a core strategy which could be used is increasing it by improving learning and skills opportunities. Further, in terms of health and wellbeing and work-life balance, Davies (2020) note that high-quality training promote capacity to establish a supportive culture. The supportive relations are set to increase employees well-being. Owing to the fact that E-Learning is implemented where the employees are operating from, they significantly become increasingly motivated with readiness in executing their job roles.
Artificial Intelligence/Enhanced Robotics
In Hislop (2017) study, considering people practice professionals, in the contemporary business environment, the rate in which AI is being implemented has increased double fold. For instance, machine learning, cognitive computing, robotics, service robots, robots assisted procedures and robotic process automation and automation technologies have all surged in their popularity. For IHCC case study, a success in integration of AI and embracing robotics among the employees promote their input substantially in expanding job roles. A case example is in IHCC entity where they have in the recent past adopted the Automated Dispensing System (ADS) as a core area of their practices. Through this, they gain from an increased in-house practices. ADS is part of AI pursued for ensuring an entity HRM performance is aligned with their sourced knowledge and skills core for their success (Marchington et al., 2020). For IHCC SMT, they ought to harness critical thinking facilitating the HR teams to establish innovative approaches and manage complex issues in a logical manner and appropriate reasoning. This is the phenomenon in Cope et al. (2020) which note that approximately 80% of process-oriented tasks in future would be advanced by application of AI systems. Further, approximately 50% of the quantitative reasoning tasks would be pursued by humans with 50% machines while humans being involved in uptp 80% of the process-oriented job roles implemented through AI systems (Cope et al., 2020). Additionally, PR Newswire (2019) equally note that in USA, approximately 41% of the American businesses follow the use of robotics and advancing automation in the last 5 years which represent 8% increase since year 2018. Another report evidence 26% of focused technology managers contribute to increase in job opportunities in such an entity. This is the case in IHCC where by holistically adopting AI and Automatic robotics, they gain from various areas of operations. This is identified in Cope et al. (2020) as being attained by initiating successful teams with skills and behaviours being complemented for ensuring success of the organisation. The various job roles are eased and not mundane, satisfied with experience quality put into account.
Technologies facilitating remote/Flexible Working
As evidenced in Marchington et al. (2020), a core impact of global shocks on HRM entail entities implementation of remote and flexible working approaches. Also, owing to prevalence of COVID-19 pandemic which has had a significant shock to HRM, CIPD (2022) study findings highlight that before the pandemic, it was only 5% of the employees which was actively engaged in remote working strategies. Besides, this has recorded an enormous escalation rapidly. A similar situation exists in IHCC where success in implementing remote and flexible working approaches is a major issue which influence future success in dominating markets and profit acquisition. Through an organisation embrace of relevant technology facilitating remote/flexible worming, they end up attaining a high-level inclusion, wellbeing and sustainable practices, reduced gender pays gap, attraction, and retention of talents with employees productivity increased (Marchington et al., 2020). For instance, considering Saudi Arabia business environment, they use Zoom platforms for remote working with their SMT introducing small one-on-one meetings for their staff to voice in opinions. This has a positive implication of increasing work-life balance to a larger extent amongst the remote working staff. Also, CIPD (2022a) report evidence that in today COVID-19 pandemic, they make sure employees are not faced by stress and insolation in remote working. This is by use of a video conferencing software. The advantage of this is providing employees with a chance to holistically communicate with their employers and solve health and wellbeing issues.
Therefore, considering the existing IHCC issues, they need to harness mentoring approaches, regular contact, and communication approaches. This has been the case in Saudi Aramco where they use Emo-graphy software noted by Techradar (2020) to offer a custom-based healthcare strategies with a real-time feedback generated to grant relevant and positive user experiences.
Question 6
Currently, L&D strategy entail a statement of intent with policy inclusive of a relevant guidance on the scope in which their implementation and converted into active strategy. In line with CIPD (2021) findings, the identified policies are found capturing the extent evolving organisations, teams and personalised learning needs are put into account against the performance gaps and goals planning. For Saudi Arabia (KSA) case scenario, most of the policies in education sector are evidenced in Arabian Business (2021) as elicited by 50% of workforce failing to realise their work potential holistically with skills set being insufficient for work roles or exceed their requirements. From a different context, Lyons et al. (2020) evidenced on the necessity to establish policies which are elicited by the view that technology an interpersonalised/personal skills require a holistic increase in the next decade with supply being a constrain. A case example is in Saudi Arabia where IHCC organisation operates has experienced a high-level demand on automation and AI in workforce delaying success in its adopting due to shortages in skills. Broadly speaking, this impact level of economic development by limiting employment and earnings chances for people directly impacting performance and productivity of an organisation (Mahmut, 2020; Brunello & Wruuk, 2019). In line with this background information, the different government policies in education sector are;
Investing in Skills for Boosting Vocational Education Implementation
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