HumanWRKS

Improving Organizational Performance... One eXperience at a time

Industry 5.0 Requires New Thinking for the Human eXperience at Work

The 21st century brought about the eXperience economy fueled by advances in cyber physical connectivity and the internet of things. The essence of this new economy is that humans are striving for and expecting a better "quality of life" in everything they experience. 

The On Demand CLO

The gig economy has been increasingly successful in using independent contractors rather than full-time positions to provide services and get work done. At the executive level, it’s now more prevalent for various roles such as Chief Learning Officer (CLO) to be deployed as a ‘gig’ or “fractional”role. HumanWRKS believes this model presents a more creative, less expensive means for companies to capitalize on proven experience and expertise without having to hire senior level executives for long-term full-time roles.

 

The on-demand CLO program enables long term relationships to be established on a part time basis. The fractional executive is responsible for all functional areas as a full-time executive in that same role. 

Human Centered Content Management

The ongoing impact of "content shock" requires that organizations improve their content management capabilities. Digital content platforms are providing organizations with new and dynamic capabilities for managing content as a strategic asset. However, platforms are not enough. 

Industry 5.0 Competence Development Strategies

Today's workforce expects more adaptive, personalized and agile competence development and management solutions. It's time to provide skilling solutions that offer higher impact with less weight. This means delivering upskilling and reskilling experiences that are feature and benefit rich.

More than ever, the boundaries that divide life and work have become at best shadowy and vague.

Industry 5.0 Learning  Strategies & Practices

Industry 5.0 has put the relevance of the traditional corporate learning function in question. The growing demand for mass personalization and Do-It- Yourself (DIY) citizen development capabilities requires learning strategies that spark intentional learning through learning enablement services. 

Performance eXperience Support Solutions

Employees wonder why they can't have the same high touch and high concept products, solutions and experiences at work as they have access to in their personal lives. Today's employees simply have a low tolerance for jobs and tasks that fail to embed Industry 5.0 "design of human experience" principles.  

Building Competence in Psychological Safety 

The evolution to super Jobs, power skills and more complicated work challenges and environments requires new capabilities in psychological safety. With the right capabilities in place, workers can thrive and organizations can avoid the cost of silence.

Industry spent the 19th and 20th century trying to get labor to perform like robots. The most admired companies of the 21st century will be those that can reform that grossly outdated line of thinking.

19th and 20th century work practices centered on productivity resulting in the continued erosion of humanness in the work experience. Unfortunately, many of the ghosts of our industrial past still haunt us today and cast shadowy silhouettes on the human essence at work. It's time to reshape the future of work and reclaim the relevancy of humans as we look to rebalance the relationship between automation and humanization.

Combining human ability with the power of computing innovations will be the most significant act in the evolution, renewal and sustainability of humans at work. 

Building Pride into Every Performance eXperience

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Purposeful

R

Relevant

I

Immersive

D

Dynamic

E

Engaging

Strategic Thought Partners

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High RIsk Operations
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Enabling Industry 5.0 Work eXperiences

Industry 5.0 workforce eXperiences build employee confidence and increases engagement across individuals, teams, and communities of practice. The goal of HumanWRKS is to help drive better experiences at each phase of the work cycle. Improved work experiences drive improved engagement and performance. When workers are engaged in their performance experience...   

 

good things happen.

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