Future of Work

According to SHRM , future-of-work reinvention must lead with a human-centric design that drives significant value for both talent and business outcomes. In today’s economy, there is a fight for open positions and fight for talent in different industries. Everything is automated. We work with prediction models.? They leave very little chance to change in organized establishments. There’s a variable that companies can easily influence. That variable is the people who work for them. That’s why employee engagement matters, and why companies need to make it a top priority if the growth is number one priority. There are three measurements that tell us nearly everything we need to know about a company’s overall performance: customer satisfaction, cash flow, and employee engagement. Employee engagement starts with the recruitment process, assigning the right people to do the recruiting, posting a clear job description (JD), having the processes for the follow-ups and scheduling, nurturing the applicants, and introducing the culture at every communication.

An example of the right people is Arlene Harris from M-Files. As a recruiter, she demonstrates interest in aligning candidates and their talents. She beams enthusiasm for recruitment that inspires others. She conveys an altruistic appreciation for recruitment. Her professionalism is beyond the delivery of extraordinary service - more holistic and you come to wonder what else could M-Files offer if they have a recruiter such as Arlene Harris.?

Upstream, a new holistic talent strategy is underway in many of today’s B2B companies, for example; there are initiatives to upskill workers and bring new ways of thinking about career paths. The company leaders could connect displaced talent with new opportunities, equipping people with the skills they need to succeed, revitalizing distressed areas, and supporting them in transition. The largest job creation and destruction effects come from environmental, information technology, and economic trends. Within technology adoption, big data, cloud computing, and AI feature highly on the likelihood of adoption. More than 75% of companies are looking to adopt these technologies in the next five years. Along with new markets and businesses come new job categories that use skills in very different ways. The rapid adoption of generative AI is forecasted to transform entire workflows and job categories as well as the internal dynamics of the workplace. Only half of workers are seen to have access to adequate training opportunities today. The highest priority for skills training from 2023-2027 is analytical thinking, which is set to account for 10% of training initiatives, on average. In addition to education investment, skilled employees also require investment in a better workplace experiences. Many companies, offshore and onshore have focused on areas where employees can engage with one another and collaborate effectively.

I asked Chatgpt what some of the new jobs in marketing and IT operations will be in the future. And it answered plenty including these: digital knowledge curator, knowledge analytics manager, knowledge optimization analyst, digital automation specialist or the digital transformation specialist.

With Industry 4.0, organizations undergo digital transformation processes. Digital transformation specialists help companies adopt new technologies, implement change management strategies, and optimize workflows. Strong technical skills combined with knowledge of the industry and adaptability to changing technology trends will be crucial for success in the future of work a it relates to the work of marketers, digital professionals, knowledge & content creators. For these positions assisting with the success of the digital transformation, as it is centered around enhancing the customer experience, having a deep understanding of customer needs and pain points (such as information chaos, document retention), and the ability to develop customer-centric strategies and solutions, could be vital. An ability not everyone is attuned to unless their role is geared towards research, analysis, and consulting.?

Agree or disagree? Please comment below.

The future of work accelerates continuous learning and development. It is an ongoing process, and the ability to adapt, learn, and stay updated with new technologies and industry trends is crucial. Forrester Research has identified several key trends and drivers that will shape the future of work. These include (and not limited to):

- Skills gap and upskilling: There will be a growing skills gap as technology evolves, requiring workers to continuously acquire new skills to remain relevant. Organizations will need to invest in reskilling and upskilling programs to ensure their workforce can meet future demands.

- Remote work and flexible arrangements: The pandemic has accelerated the shift towards remote work, and this trend is expected to continue. Organizations will need to embrace remote work policies, equip employees with the necessary tools and technologies, and rethink how work is organized and managed while respecting a work-life balance.

- Collaboration and virtual teams: As remote work becomes more prevalent, effective collaboration and teamwork in virtual environments will be critical. Companies will need to invest in technologies and tools that enable seamless communication and collaboration across teams and geographies. An example is M-Files platform as it bridges the gap in collaboration across agencies, remote & office locations, and contributes to the minimization of non-billable work. I use it everyday and takes me seconds to locate the content and collaborate on it.

- Data privacy and security: With more people working remotely and accessing sensitive information, data privacy and cybersecurity will become paramount. Organizations will need to ensure robust security measures are in place to protect both employee and company data.

These trends and drivers will influence how organizations structure their workforce, manage talent, and adapt to the changing nature of work.

Additional Links to Explore:

https://www.hbs.edu/managing-the-future-of-work/Pages/default.aspx

https://www.computerworld.com/article/3704651/the-future-of-work-is-ai-enhanced-and-remote.html

https://sloanreview.mit.edu/article/thriving-in-the-new-world-of-work/