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”
Q&A from our Superjobs Dbriefs webinar
Superjobs are an evolving concept we saw in our 2019 Global Human Capital Trends research, reflecting a future of work where people and technology work together in new ways. During our recent Dbriefs webinar on superjobs, participants raised a number of interesting questions that we wanted to explore more fully. One question asked: As companies try to find talent and skills to fill these superjobs, what trends are you seeing regarding companies adopting and understanding a remote workforce? And, a related question, Do you see certain industries, or [certain] sized industries, taking a lead in this area?
Expansions in technology, global connectedness, and changing workforce and customer expectations are presenting new opportunities for organizations. But expansion typically brings disruption, as well as pressures and confusion on how to best cope with change. These changes are bringing about the future of work, with accompanying implications for work itself, the people doing the work, and where the work is done. Traditional concepts of talent management and workforce planning only partially address the situation of rapid change. The new world of work requires a holistic, agile, and responsive approach—one that continuously rethinks work, the workforce, and the workplace to accomplish a balanced set of outcomes. The time to understand and implement that approach is now.
Continue reading “Why workforce transformation is critical to the future of work”
Part 2: The How
In Part 1 of this two-part series, we looked at why superjobs are emerging. Superjobs are a new breed of jobs that bring together different skill sets and even different jobs that used to be distinct, enabled by technology. Superjobs are evolving both to be able to meet customers’ needs in new or more advanced ways and to make work more meaningful and fulfilling for the people who do the work. In this post, we’ll explore the how of superjobs: how you can go about reimagining work and composing new jobs and the workforce for a more human-centered Future of Work.
Continue reading “Reimagining work for the Future of Work: From jobs to superjobs”
Part 1: The Why
Like the industrial machines, computers, and electronics that came before them, automation and cognitive computing have fundamentally changed how some jobs get done. That cycle will continue as technology keeps evolving. Instead of seeing this as a threat to humans and our livelihood, we should be thinking about how we can use it to our benefit. We have a real opportunity to reimagine how work gets done in a way that makes some jobs not only more productive but also more meaningful—changing them from jobs to superjobs.
Posted by Colleen Bordeaux on July 17, 2019.
If you’re a millennial like me (part of the massive generation born between 1980 and 1996), you may be one of the workers comprising over one-third of the workforce1 contributing to the changing face of the traditional workplace.2
It’s Wednesday morning. Harry, an HR Business Partner at a large corporation, has just returned from a business unit leadership meeting. Competition is continuing to grow, uncertainty in the markets is increasing, and leadership has decided that an acquisition is needed. Facing this critical business move, Harry thinks about HR’s previous role in the company’s M&A deals, which hasn’t been particularly robust, mostly weighing in on compensation and benefits. He knows HR can play a more strategic role.
As we think about the future of work, a key question is “who can do the work?” Talent models are changing, and while some work will likely be done by robots and other forms of artificial intelligence, organizations must think more creatively around how humans with different, diverse backgrounds will continue to help build and grow the organizations of tomorrow. How well is your organization tapping into multiple talent pools for your future workforce? And how does your workforce reflect your organization’s role and goals as a social enterprise?
With every passing day, life seems to be moving at an increasingly rapid pace and we have become ever more grateful for emerging technology that helps us keep up—from ordering groceries on an app to checking into a doctor’s visit through an email link. Moreover, as technological advances are made, our expectations are elevated. This concept carries over to experiences at work, where we have come to expect that we can find what we need with ease, especially the things that matter most.
Insights from IMPACT posted on April 19, 2019
In a Day 2 IMPACT session that tackled the thorny topic of how humans and technology can work together, Pete DeBellis, vice president, total rewards research leader, Bersin™, Deloitte Consulting LLP, started the discussion by talking about the humanistic workplace. He defined it as one in which workers are appreciated as human beings to be respected, valued, and developed—not resources to be managed and deployed. The humanistic workplace is characterized by respect for the dignity of individuals, a nuanced understanding of the various stakeholders of a modern organization, and acceptance of the organization’s role as a social enterprise.