The Future of Work

THE FUTURE OF WORK

WE ARE YOUR PEOPLE.

WELCOME TO 2025

OFFICES ALLOVER THE WORLD

NOW LIE EMPTY

THIS IS MY TEAM

I’VENEVER MET

THEM

MACHINES RUNBACK

OFFICEOPERATIONS

RECRUITERS ARE NOW PART OF THE GIG ECONOMY

LET ME TAKE YOUBACK TO 2016 …

Today Tomorrow 2025

Already aware of certain trends and challenges that we know will be important into the future: • Ageing workforce• Skills shortages• Changing working

patterns

How will these things change the way we need to engage, attract, develop and deploy our staff?

And what about the things that we can’t plan for?

Are we spending enough time today planning for the outcomes we do know about…. And thinking about how to prepare for those we don’t?

• Being clear about what the company stands for and positioning against peers

• What does good look like – matching people to the brand (skills and values)

• Tailoring the EVP to the target audience – and tailoring rewards (particularly for millennials)

• Influencing perceptions at a young age• Questions over the locus of responsibility for employer

branding

• Only 8% offer a flexible working contract today

• Getting the balance right between meeting employee needs and expectations and customer needs and expectations

• Not just about logistics… about culture • Focus on outputs not inputs • Agile working – employer led • Contract workers seen as necessary and not a solution to

flexible working

• 73% HR decision-makers believe that as employees are growing increasingly aware of their value, they’re becoming more demanding

• Proactive pre-engagement to develop intelligent pipelines seen as the primary solution

• Utterly dependent upon the ability to undertake accurate workforce planning.

• High on the agenda and critical to successful talent management….but hampered by a lack of joined up thinking between corporate teams and strategic units….and a lack of skills/capacity for data analytics

• 49% see closer alignment of HR planning with business strategy as major challenge

• 36% see lack of analytical skills in HR as a barrier to achieving this objective

• Need to understand whether Is HR about protecting the interests of staff in the workplace or about aligning people to the needs of the business?

• HR professionals need to be more business savvy before they have a place at the top table

• Just 12% of HR and resourcing professionals are extremely confident they have sufficiently highly skilled employees available to meet their future business needs

• Main areas facing talent shortages over the next ten years:

IT and technical (50%)Leadership and management (33%)Project management (31%)

• Engaging with higher education institutions no longer enough:

Traineeships, apprenticeships and longer term arrangements with primary or

secondary schools.• Organisations now looking to ‘tender’ their

projects internally and externally• THE BOTS ARE COMING

WORKFORCEAUTOMATION

2025 IS COMING.

ARE YOU READY?