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Does the phrase “the future of work” refer only to the kind of jobs that will be available in the future, or does it also encompass the extent of technological advances that will be complementing future jobs? Apparently, the future of work is so much broader in scope than these two alone.

There are many underlying themes in order for us to come up with an all-encompassing definition of the so-called future of work. These may include a shift in employee behaviors and preferences. In fact, according to the briefing note prepared by McKinsey Global Institute for the December 2016 Fortune Vatican Forum, about 20 to 30 percent of American and European workers engage in freelance work. Then again, the future of work may also relate to changes in management style, as well as other socioeconomic factors like how digital platforms are serving as a marketplace for talent or job search. 

The Future of Work Is Right Here, Right Now

The future of work is particularly important among HR executives, Executive Search, and Business Leaders since this new work order will affect policies in areas such as recruitment, compensation, human resources development, project management training, employee assessment, and the like.

Here are some key considerations on how you can shape the future of work in your organization:

1. Employee education

There’s no denying that technology is creating a wave of innovations in the way people live, work, and communicate today. To a large extent, technology is meant to increase productivity and efficiency in the workplace. However, that also means that employees have to be empowered with the necessary technical skills, so they can deliver high-quality and high-impact work for the organization.

In the Philippines, short courses that offer professional certifications in ITIL, Six Sigma, and PMP pave the way for employees to learn new skills and be on par with global standards relevant to their particular industry.

2. Application of technology-assisted solutions for the labor ecosystem

Job sites such as LinkedIn employ certain algorithms that make job matching more accurate so both employers and employees stand to gain from the ease of finding what exactly they’re looking for: the former looking for top talent, and the latter looking for the best employment opportunity.

Technologies such as HR software and management applications also make task automation possible, which can be really helpful for HR to provide relevant services to employees. Given that communication is a key element in the employer-employee relationship, both sides can take advantage of the interface and various features that such technologies provide.

3. HR metrics and workforce analytics as people management tool

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Of course, HR functions do not end with talent scouting but extend all the way to developing management techniques to help it assess how employees are performing. Dealing with so much data like employee profiles, leave management, productivity numbers, and a host of other HR-specific areas can be so overwhelming and cause HR to be sidetracked from its goals including measuring the impact of a talent and retaining the best people in the organization.

Training your HR team on HR metrics and workforce analytics can equip them with the resources that will help them work faster and smarter, especially when it comes to interpreting employee data and consequently, making well-informed decisions.

4. Redesign in business and management style

Businesses used to operate with human talent acting as the main “tools” for production. But with the onslaught of technologies, including those that deploy robotics and artificial intelligence, the threat of employee displacement – no matter what level or position – is looming on the horizon.

To avert this scenario, businesses should consider redesigning their business model and management style, and remain committed to developing their human resources. They need to realize that technology can be a boon to business if they understand how it can help employees improve the company’s products and services. The kind of organizational structure that management chooses is also key to the company’s success.

More and more businesses are now having small teams and linking them through a collaborative work culture, where each one can innovate and reinvent themselves with skills that are suitable for new technologies.

5. Increased stake in the educational system

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In a Utopian-inspired vision, both the private sector and educational institutions work hand-in-hand in forming technologically- and skills-ready individuals. Employers should then take a more active role in collaborating with and helping schools design curricula that are more responsive toward closing the skills gap in the labor market.

In turn, the education system can better focus on the kind of competencies that learners need to develop to make significant contributions as highly capable professionals in the future.

In essence, the future of work is not too far ahead. It’s been unraveling itself all this time if you haven’t noticed it yet. What’s required of you now is to reflect on your organization’s needs, weigh your options, and start moving forward well into the future of work.




About the Author:

Kamesh Ganeson regularly writes for APEX Global-the learning solutions arm of ECCI where he is currently the Director for Delivery and Project Management. He is one of the most sought after speaker/consultant with an expertise of over 25 years of experience in various fields such as Quality Management, Strategic Business Planning, IT Governance, and Corporate Sustainability Management. With considerable experience across multiple industries, he takes great pleasure in sharing knowledge, accruing value and providing practical solutions to clients that he works with.

Posted On 2017-05-08