Its no longer news that the future of work is today, not even tomorrow!!! The ability to understand and plan for the demands of talent in the workforce has become exponentially difficult due to the rapid pace of change brought about by digital transformation, “glocalization” and the paradigms of the
Its no longer news that the future of work is today, not even tomorrow!!!
The ability to understand and plan for the demands of talent in the workforce has become exponentially difficult due to the rapid pace of change brought about by digital transformation, ” glocalization ” and the paradigms of the different generations in the workplace. The skills required to meet and exceed performance expectations are becoming as obsolete as quickly as we are defining and developing our people for them. Performance expectations themselves are in a state of flux as how we choose to articulate and assess them has changed significantly and dramatically if I must say so. Who would have thought that employees as against organisations will determine how they are measured and when???
This 3-part series attempts to bring together emerging workplace trends from digital transformation and the future of work as they influence how we manage talent. Recognizing that human capital remains the greatest asset to an organisation means that Sustainability and Profitability rides on optimizing investment in talent acquisition and talent development in this time of disruption and transformation. Disruption is compulsory and external while transformation is internal and by choice. Both though are real and are staring directly in the face of organisations and the ever present and important mandate of getting the best out of their people.
The future employee is anybody that is changing their behavior and mindset to adapt to the changing workforce, work and workplace… And according to Jacob Morgan and the future of work university, there are five trends shaping the future of work and this future employee;
With all the extensive literature, concepts, models and theories for decades on this enigma, Globalization in is simplest form is looking at the world like one giant neighborhood. Location and local influences matter less and less in a shrinking world. Globalization is seen from a HR perspective as the new way in which firms organize their activities and the emergence of talent as the biggest stakeholder in the firm. With its increased pace, organisations can tap into talent anywhere in the world which has taken the war for talent to a global scale, along with the transfer of power from the employer to the employee.
The second trend is Mobility, which is allowing us to stay connected to people and information anytime, anywhere and on any device. So work is no longer where you go to but what you carry with you at every point in time. This is evident in our next trend Changing behaviors; New behaviors are rapidly entering our organisations and employees are more comfortable living a public life and sharing hitherto private moments and memories online as every aspect of business behavior has changed. Organisations like Zappos, Andela and Sterling Bank have redefined culture and what it means to be free and able to express yourself in the workplace.
Millennials will comprise of 75% of the workforce by 2025. That’s not to consider how many Gen Zs will soon become a majority in the workplace. Picture the guy in your office that doesn’t understand why he needs to be in the office 5 days a week becoming your CEO very soon!!!
They are digital natives and want to work in a way that reflects the year they live in i.e social media, free will and the opportunity to change the world. This makes Millennials and Changing Demographics a very important factor to consider as we view the future of work and its implications for the practice of talent management.
The final trend is Technology. Without a doubt, it has become the central nervous system of the organisation that enables everything and everyone to function. Its revolution has witnessed tremendous and rapid change even as it has been the most significant disruption to the world of work and even life itself. In recent times, big data, wearables, collaborative platforms, internet of things, cloud computing amongst so many applications and devices have all led to increased engagement, efficiency and productivity in the workplace.
In summary, the future of work has transformed organisations from where people need to work to where people want to work and there lies the talent management conundrum. Those that can evolve from need to want are best placed to attract and retain top talent. Thankfully, the definition of talent management has not changed…its how to manage talent that we are having to rethink swiftly.
In the next article, we will be exploring digital transformation, what it really means and its relationships with the future of work!!!
Thank you and stay tuned….
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