The “metaphase” we live in comes from beyond the effects of the pandemic, stemming from the Industrial Revolution to digital revolution. This transformation came in the form of automation and digitisation. The transition to remote is going to be the most important economic transition since the Industrial Revolution. The role of people operations led to challenges and gave birth to digital transformation.

The metaverse is going to be our digital lifestyle. It is the convergence of our physical and digital worlds made possible by the adaption of different technologies like AR, blockchain, and 5G. The metaverse has the potential to enhance consumers’ experience in the content-centric media industry. It will open up new possibilities for immersive storytelling and improve the experience.

As we enter the metaverse, work will start becoming less physical and more mentally oriented for most of us because of the tools we will use. It is going to become more fun, more data-oriented, sometimes more gamified, and, maybe, more challenging, too.

This is a chance for every individual to reimagine what they will become in the metaverse. There might be new ways to create new things.

Today, we largely measure things by likes, shares, and subscribers, but would that change with virtual experiences and communities? When there is a high possibility that most of your interactions will be with bots, it’s going to be an evolution of learning how and what to measure so you know what success actually looks like — which might be more than a number.

The metaverse would also change the way organisations and leadership look at business. The main focus areas would have to be communication, strategy, and self-reflection. HR leaders are being pushed to take on a larger role to drive organisations to “be in the metaverse” and “do metawork.”

The talent hiring, retention, and management rules are being redesigned. Digital HR is built on innovation and experimentation. Design thinking is foundational. HR teams now study employee needs across all functions and roles. Employees are offered journey maps, and HR is replacing complex processes with local practices based on an integrated platform.

We are in the era where experience is everything: User experience, customer experience, and employee experience all come into play. Keeping experience at the centre, HR has to constantly build and enable diverse technology capabilities aligned with the transformation of the organisation. Integration of the three-experience base in a common ecosystem is the wholesome approach to HR 5.0: Metaverse.

The metaverse offers a powerful solution. It is both an enabler and challenger. Immersive workplaces are phenomenal yet create communication barriers and the missing human spark. Eliminating work bias, the metaverse supports organisational diversity, equity, and inclusion. Organisations are undergoing a cultural revolution where barriers are breaking down and diversity is being voiced.

Organisations will have to create bespoke metaverse solutions meeting business needs. The metaverse environment will be a ground-breaking solution. It will allow employer brands to craft interactions at a much deeper level. It will enable organisations to build a strong business presence.

Taking advantage of the metaverse’s capabilities will create limitless opportunities for organisations to ensure employee and customer loyalty by providing enhanced user experiences and conquering new markets.

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