Prediction: Organizations will use virtual work and workforce development to improve the performance and productivity of people and teams

Posted by Chris Havrilla and Matthew Shannon on December 12, 2019.

The realities of tomorrow’s workforce will require organizations to be more flexible in enabling the execution of work—wherever it needs to happen. Organizations are already working on their ability to build a distributed workforce, whether to tap into talent pools that live far from existing operations or to entice a population of nomadic workers who prefer to work with more flexibility. This need will intensify in 2020 in response to reduced budgets and geopolitical uncertainties that make it harder to move talent around the globe.
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Prediction: Organizations will use internal talent marketplaces to unleash talent mobility

Posted by Kathi Enderes, Erin Spencer, and Charu Ratnu on December 10, 2019.

Talent mobility is a priority for most organizations—76 percent of companies that participated in the 2019 Deloitte Human Capital Trends survey described the issue as important or very important.1 That’s no surprise: unemployment in the United States is currently at record lows, and the number of open positions exceeds the number of unemployed workers.2 As a result, many organizations are looking for new ways to meet their talent needs. Moving forward, we predict that internal mobility will take on greater prominence for companies, leapfrogging the recruitment of external candidates as a talent source. Internal talent marketplaces will play a key role in enabling that mobility by helping people find opportunities within their organizations more easily and fostering more agile skill development and team-building.
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Prediction: Organizational network analysis will expand from examining current networks to architecting new ones

Posted by Tim Davis, Janet Clarey, and Jeff Mike on December 9, 2019.

Gone are the old “predict-and-control” models of organizational leadership and people management—relics of a time when hierarchy reigned supreme and five-year plans rarely changed. New paradigms such as business ecosystems1 and agile teams are emerging to offer exciting opportunities to spark innovation and growth—but they can also bring paralyzing complexity. For example, while 53 percent of companies with cross-functional teams reported an increase in organizational performance, only 6 percent rated themselves as very effective in managing those teams.2
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Prediction: Assessment will go mainstream for engaging, hiring, developing, and retaining workers

Posted by Denise Moulton and Mackenzie Wilson on December 6, 2019.

Finding and keeping good talent has been a challenge for organizations since the dawn of the first Industrial Revolution—and it continues to this day. Deloitte’s 2019 Human Capital Trends research demonstrates this: 70 percent of respondents cited recruitment as important, and 16 percent said it was one of three most urgent issues their organizations would face this year.1 Across every industry sector, talent acquisition (TA) and business leaders are struggling to hire talent that sticks. Retention strategies are often reactive, relatively scarce, and disconnected from organizations’ recruitment initiatives.
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Prediction: Nurturing capabilities will be as important as building skills

Posted by Matt Deruntz, Julie Hiipakka and Chelsey Taylor on December 5, 2019.

Work, the workforce, and the very notion of a “job” are all changing fast, thanks to accelerating technological innovation, digital disruption, and a groundswell of alternative workforce models. In response, organizations are searching for new ways to define the work required to execute strategies and generate value—and, subsequently, to develop workers and evaluate their contributions. Continue reading “Prediction: Nurturing capabilities will be as important as building skills”

Prediction: Metrics that evaluate how organizations balance profit with purpose will gain influence

Posted by Peter DeBellis, Christina Rasieleski, and Geetika Dang on December 3, 2019.

Over the past few years, we’ve talked about the rise of the social enterprise—an organization that combines a focus on revenue growth and profit-making with the need to respect and support its environment and stakeholders. This is no longer a matter of choosing one or the other, but rather of balancing both. Progressively sophisticated and vocal stakeholder groups (e.g., customers, employees, communities, investors) continue to drive this change, rewarding organizations that choose to move beyond mission statements and generic community involvement efforts, learning to lead as a social enterprise, and reinventing themselves around a human focus—both internally and externally. Some subsets of these groups are even organizing coalitions to address major social and environmental issues like wealth inequality, climate change, affordable housing, discrimination, and privacy breaches.
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Predictions for 2020: Clarity, Focus, Action!

Posted by David Mallon on December 02, 2019.

2020: From one vantage point, this number represents the coming year. From another, it describes a measure of visual clarity and focus. As we anticipate what awaits the world of HR, talent, and learning, we will need more than perfect vision to thrive as we move forward.
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