Category Resurse

Work means a million things for everyone: from skills to impact of automation, from migration pressures to ageing and silver economy or from the re-invention of the HR job to gamification of recruitment. Work is about resources to survive or to prosper, about purpose and the lack of it. So if we talk about the Future of Work, we should also look at where this “work” takes place. Today and tomorrow.

Speaking of today, we live in turbulent times – political and environmental. It is one of the first times in the history of the Global Risks Report of the World Economic Forum when the most serious risks are environmental in nature: the first 3 are extreme weather events, failed climate-change mitigation and natural disasters. In the first 10, 2 other climate related global risks are present: man-made environmental disasters and biodiversity loss and ecosystem collapse. Nearly 1000 decision-makers from the public, private, civil and academia sectors put these in the top as well as 90% expecting worsening economic and political confrontations between major powers this year.

Antonio Guterres, Secretary General of the United Nations also speaks of the disaster we are heading towards, in his address to the Davos Meeting this January: “If we do not change course by 2020, we risk missing the point where we can avoid runaway climate change, with disastrous consequences for people and all the natural systems that sustain us.”

Why talk about climate change and climate crises when discussing the future of work? Climate affects some of the most important industries: from agriculture and food, to textile and logistics and from healthcare to water challenges. It affects not just the future of work but the very future of humans: ”Our greatest threat in thousands of years: climate change”, Sir David Attenborough.

Here is a list of some of the most relevant trends and developments in work and employment for 2019. Some of them are related to companies, some are related to employees but all will affect the Future of Work.

Adaptation to AI and Big Data of employees and HR departments

Cross-skill and up-skill in ”new” tech

Flexibility attracts & retains top talent

Gig economy is not the new economy. Yet.

Health and purpose tracking of employees

In-house learning experience platforms

Training for training or for the future?

Employees as changemakers

Reducing the 202 years gender pay gap

Employee led-learning

From annual review to daily tracking and monthly feedback

Personalized benefits business model

Cognitive assessment tools

In/out employee engagement manager

More roles and opportunities in diversity

HR as mindset coaching

Predictive analytics and process automation, people analytics manager

Mapping employee journey

Pro-active retention & Blue Matching