Introduction
Technology has revolutionized workplaces due to its ever-changing progress, the major reason for developing the ‘Labor-Management Relations Act’. Management of labor relations commenced in post-World War II and has proven to be an essential factor in the current era. With the discovery of COVID-19 in January 2020, most businesses adopted various technology and labor relations trends that could contain the virus (Frank et al., 2021). Adopting new technology and labor relations trends is important since it allows employees to gain new skills, discover opportunities and exercise their inventiveness.
Technology
Before technology was invented in the 20th century, humans were doing complex work currently done by machines. In the daily language, technological advancement entails changing trends to manufacture more services and goods. The conversant denotation of technology middles on computers, robots, new lathes, machines, among other ways that generate technological advancements (Frank et al., 2021). Technology implementation impacts labor relations significantly since it increases employee mobility, permitting them to operate from home or anyplace in the ecosphere since they access the Internet easily.
Labor Relations
The current employees desire salary and additional advantages to supplement their lives, maximize their advantages at work, and feel valued by the organization. Labor relations exceed the static agreement between employees and employers’ bias due to the opportunities, values, abilities, and skills required at work (Frank et al., 2021). Employee roles have grown in variety and importance over time, and employees believe labor relations enhance their self-development and recognition. Employees realize they need more than wages to keep commitment and motivation in an organization through the benefits in monetary terms, work safety, duties, rights, and security to assure their job satisfaction.
Findings
Remote Working
Most professionals believe working in inaccessible arrangements will stay forever. This ultimate change would contribute to additional HR leaders participating in platforms and tools that enhance the capacity of employees working remotely to resolve, connect, and collaborate on burnout challenges. Organizations participate in a technology that offers automated jolts to staff to monitor productivity and take breaks (Frank et al., 2021). Furthermore, remote working focuses on balancing worker privacy and implementing efficient instruments for use.
Artificial Intelligence and Software Accessibility
All critical businesses must access their software from any place and time to ensure the availability of the business. Their convenience prioritizes the company upgrading its cloud-based software since the employees working remotely required linked applications to beat deadlines, persist prompt on schemes, or generate real-time reports (Frank et al., 2021). Recruiters have shifted to channels that digitally permit them to onboard, interview, review, and procure candidates. Artificial intelligence has not changed the system organizations use to track applicants but eradicated hiring decisions bias, hence enabling employees to develop their aptitude pools.
Adoption of New Technologies
Monitoring the position and health of personnel has been a challenge during the COVID-19 pandemic, which has interfered the in-person training and learning. Consequently, COVID-19 has forced corporations to adopt various technologies such as service delivery apparatuses, learning systems, and workforce management. Firms trail cloud-based employee management structures, touch functions that permit workers to report at work easily, dynamic software for work schedules, self-service applications, and health-screening tools (Frank et al., 2021). Due to the COVID-19 impacts on the member of staff’s mental health, organizations have supported multimedia resources such as webinars to minimize stress, anxiety, and fatigue, videos, and software. These tools possess a double benefit of informal access, enabling workforces to overcome anxieties and reach out for assistance.
Conclusion
Technology and labor relations trends play important roles in permitting workers to gain new knowledge and explore chances and creativity. Organizations have adopted artificial intelligence, remote working and software accessibility, and new advancements such as service distribution gadgets, education systems, and worker administration. Trends are extreme sources of change since they give businesses early warnings concerning what is right and incorrect with the occupational.
Reference
Frank, K., Yang, Z., & Frenette, M. (2021). The Changing Nature of Work in Canada Amid Recent Advances in Automation Technology (1st ed., pp. 3-22). Statistics Canada = Statistique Canada.