If HR steps into Metaverse, what would change first?

Metaverse is not about a collection of new-age technologies, but a big shift from how we interact with technology. It is a new version of the world wide web - 3.0. It is more of an interactive version of the social media platforms. Technologies are proliferating to bring people into the metaverse world. Since metaverse creates an immersive virtual reality experience, the big question is what and how it will change the workplace and operations of HR in companies/organizations. Though metaverse is a huge investment for HRMs, let’s dive into some key areas of strategic HR management and see how big a difference metaverse can bring into HR processes in real life situations.

Talent Management

As earlier mentioned, metaverse is a big investment to companies. But the introduction of metaverse into the HR system can bring a noticeable change in talent acquisition and management. Most of the HR courses in India pin down on engagement as one of the keys to win the war for talent as virtual recruitment drives can help inform prospective candidates the goals and culture of the organization through real demonstration. The virtual tour just needs a headphone by the candidate to get a 360-degree view of the organization, people, departments, facilities, HR, amenities, goal and growth.

Work Culture

Teams and HR departments in the companies will take a major shift in work style as the meetings, collaborations between the employees, HR and executive leaders will happen through virtual platforms, using simple and hand-free devices like avatars more than relying on laptops or iphones. Taking up HR Analytics course, HR can get a wide understanding of deploying virtual office set-up where they can facilitate employees to meet managers through virtual keyboards/computer to engage in productive ideation, discussion and decision making process during emergencies or crisis.

Learning & Development

With metaverse launching into the HR domain, the popularity for digital HR transformation or HR analytics courses among the business and finance graduates across educational institutions. New-age HR professionals may find it difficult to adapt to working in the metaverse unless an adequate training mechanism is set by the HR department in organizations. This does not mean just deploying but HR should also need to set a budget for the investment of new-age technologies. Strategic HR management needs to assess how it will optimize metaverse to train and educate employees to work on virtual platforms. A source suggests that VR can improve 70% of an employee's productivity, which is an indication of organizational resilience and success. This is not just providing a new way of learning and skill development approach but also reduces nearly 96% of training time of HR so that they can focus on higher goals and help C-Suite managers to expand business partnerships.

Though there is still a shyness among companies to adapt to a virtual working environment like metaverse due to its huge cost, there are wide possibilities that organizations can adapt to metaverse to gradually shift the way people interact with technology to drive growth as well as meet challenges more positively with upending new-age skills.

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