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  • Bruno Haack Laisa Rocha Luana Eusébia

Future Perpectives in HR.

Nowadays, the phenomenon of globalization has brought countries closer than ever and has large-scale integrative effects. Technologies such as blockchain, artificial intelligence, 3D printers, ubiquitous computer, bitcoin, among others, cause uncertainty about our future, but as we reinvent ourselves throughout our existence in an evolutionary sense, today's challenges and those that are to come will be adaptable and creating new interactions.

Based on this new built reality, people managers will have an arduous task of finding ways to bring the human essence closer to the new world. Possibly people will be more volatile and prone to less social interactions due to intense technological influence. Therefore, finding tools that perform this transactional role among realities will become a demand in the pursuit of human resources own survival.

Although not something new, one of the great challenges in managing people will continue to be aligning talent with results, which requires developing strategic tools capable of capturing, developing and retaining high-performance professionals that positively affects the company results.

Some strategy actions and spaces will be more and more common in corporate environments such as: behavior profile mapping - the right person in the right job; computerized personal department management; talent management platform (curriculum analysis and comparison will be used to hire and adjust the professionals in the right places); social networks (online recruitment); feedback as an opportunity for improvement.

The world has no more space for discrimination and differentiation between people. The fact is that in many companies this reality is still debatable. The complaints of professionals who suffered discrimination because of gender, social class and even place of residence were quite frequent.

Therefore, an initiative emerged in countries such as Germany, the United States, the United Kingdom and Sweden, with the aim of eliminating discrimination when hiring new employees: the blind hiring. The trend is that in 2018 this news will gain strength and more companies around the world will adopt it.

In the blind curriculum, the company does not have access to any candidate's personal information (name, gender, age, address, etc.). A software, like blockchain for instance, is used in document sorting and places this data in anonymous mode. With this, organizations make selections only for qualifications and training, ensuring less interference from recruiters.

This is only one of many uses for the Blockchain technology, specifically targeting human resources. Throughout the cryptographed, transparent and permanent ledger of the technology its possible to store and use the data in a more secure and improved way.

We can give as an example OUNA, a Blockchain-based, online assessment and recruitment ecosystem, in which you can build an anonymous profile, based only on the individual’s skills, motivational factors and values. OUNA’s objective is to provide equal opportunity to everyone that is looking for a job and also to fight discrimination in recruitment, through a method that guarantees that the applicant won’t be judged by its race, color, religion, sex, national origin, age or disability.

The idea is to bring more diversity into the companies. In fact, the results of the initiative show that better ideas are developed, after all, innovative capacity grows, which also reflects the increase in financial results.


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