The global investment on technology is projected to grow 2.8 T by 2025, which means most business processes would become digital in the next one decade. Key capabilities that drive digital transformation in business are – Cybersecurity, AI, ML, IoT, pattern recognition, robotics, sensor-embedded services, Cloud-native platforms, composable applications, decision intelligence, distributed enterprise and autonomous systems besides others. What pervades social media currently is metaverse and omniverse. Many companies and business leaders see the platform as very promising to stay competitive in the digital age of tomorrow!
So, how do business leaders become differentiators by deploying to the metaverse or omniverse strategy?
Business leaders, especially future HRs while adapting these processes into the organization can promote – organization culture, innovation, retention, talent management and build creative business models.
On an employee engagement level, Omniverse will replace zoom or teams platforms to ease organizations from fatigue or burnout challenges. The life-like avatar images can be more fun, engaging and effective.
In an emergency like a pandemic situation has forced people to work remotely. With a spatially scattered workforce, it becomes difficult for HR teams to bring in an immersive factor and what makes it possible now is the Omniverse platform. Omniverse brings in a feeling that they are in the same room to provide a unified experience no matter which corner of the globe they work from. This platform is somewhere that tries to fight the absenteeism bias among employees and tries to bring in more collaboration in communicating goals and business initiatives effectively.
There is another advantage that Omniverse brings to digital human resource managers who wish to create a hybrid workplace. The platform helps futuristic recruiters to reduce hierarchical organization structures and enable for a more free workflow model that supports interpersonal relationships among employees and human resource teams. This will also largely change the culture and growth trend of the organization.
What makes this a success is understanding the risk while implementing a new technology and ensuring that it is designed so that it does not lose human touch and brings in more equilibrium between physical and virtual rather than excessive monitoring by HR. HR can use metaverse and omniverse to create best digital practices that contribute to a healthy management work culture.
Though deploying novel metaverse and omniverse can be risky, bringing ethical imperative as a dominant challenge, the benefits are outranging. Companies recognizing these novel approaches can actually facilitate financial inclusion and narrow down social imbalance at workplaces, innovate education thinking, broaden employability scope and shape economic perspective.
To achieve sustainability business success and collaboration with stakeholders in the company, business leaders should make virtual environments like metaverse and omniverse more human-centric, protecting the privacy and respect of the individuals at a macro-level.