|
The top 10 predictions in Workplace
Flexibility, Global Business, Work and Society, Workforce Development,
Definition of Jobs, and Strategic Role of HR.
Workplace
Flexibility
1. Collaborative cultures will be the workplace model.
2. Creative employment contracts will support more time off, flexibility
in hours and work location, technological job aids and more pay at risk
with significant upside potential.
3. Company intranets will become a major tool for communication, training
and benefits administration; HR will play a leading role in developing
this important tool.
4. Intelligence through knowledge transfer capability will separate the
best employees from the rest.
5. Employees will have more and more choices about work arrangements,
allowing them to meet their individual needs.
6. Work hours scheduling will become less important as organizations focus
on performance and results.
7. Company facilities will become Virtual through work-at- home,
telecommuting and outsourcing.
8. The workweek will be less structured-employees will still work 40-plus
hours, but at varied times and places other than the office.
9. Legislation will lead to greater portability of health, welfare and
retirement benefits.
10. Free-lance teams of generic problem solvers will market themselves as
alternatives to permanent workers or individual temps.
Global
Business
11. The role of corporate HR will change to that of creator of overall
values and direction, and will be implemented by local HR departments in
different countries.
12. Technology, especially the Internet, will enable more businesses to
enter the global marketplace.
13. HR professionals will have advanced acumen in international business
practices, international labor laws, multicultural sensitivities and
multiple languages.
14. HR professionals will need to be knowledgeable of other cultures,
languages and business practices to help their companies find and enter
more markets.
15. HR people will have to understand other cultures and help people work
with, and transfer among, various cultures.
16. Mega global business alliances will grow in number and scope,
requiring great finesse on the part of the HR professional.
17. There will be an explosive growth of companies doing business across
borders, and it will be the most significant change for the economy in
modern times.
18. Cultural understanding and sensitivity will become much more important
for the HR professional of the future, whereas multiple language ability
isn't going to become a necessary competency.
19. The continued emergence of a world marketplace will require
development of an international workforce.
20. Small teams of HR professionals will focus on providing performance
improvement consulting services to a variety of locations around the
world.
Work and
Society
21. Family and life interests will play a more prevalent role in people's
lives and a greater factor in people's choices about work- there will be
more of a "work to live" than a "live to work" mentality.
22. Employees will demand increases in workplace flexibility to pursue
life interests.
23. Dual-career couples will refuse to make the sacrifices required today
in their family lives and more people (not just women) will opt out of
traditional careers.
24. Families will return to the center of society; work will serve as a
source of cultural connections and peripheral friendships.
25. Workers will continue to struggle with their need for work/life
balance, and it will get worse.
26. Integration of work with quality-of-life initiatives will create
solutions to problems formerly seen as the responsibility of government.
27. Community involvement and social responsibility will become part of an
organization's business vision.
28. "Cocooning" will become more popular as workers look to their homes
for refuge from the pressures of a more competitive workplace and
depersonalized society.
29. Just as defined-contribution plans have begun to take over from Social
Security, companies will take on responsibility for elder care, long-term
care and other social needs through cafeteria-style benefits programs.
30. Those people who refuse or are unable to adapt to new technologies
will find they're working harder and accomplishing less.
Workforce
Development
31. Lifelong learning will be a requirement.
32. The focus of training/learning activities will be on performance
improvement and not just on skill building.
33. Employees with varied skills and competencies will be valued more
highly than those with a depth of expertise in a single area.
34. Problem solving and decision-making will become a required curriculum
with practical work problems as the training medium.
35. Training will be delivered "just in time," wherever people need it,
using a variety of technologies.
36. Companies will demand constant personal growth, and employees will
respond positively to higher expectations.
37. It will not be possible to survive in the workplace without basic
computer skills.
38. People who can learn new skills/competencies quickly will be highly
valued in a faster changing world.
39. Team projects and special assignments will be a major factor in
personal development.
40. As the computer-savvy generation is more assimilated into the
workforce, employees will become much more productive in complex tasks and
less dependent on other people and departments.
Definition of Jobs
41. Organizations won't pay for the value of the job but for the value of
the person.
42. Versatility will be the key factor in determining employee value with
strategic thinking, leadership, problem solving, technology and people
skills close behind.
43. Compensation systems will be linked to business outcomes.
44. All jobs will require higher levels of computer skills.
45. Positions will be organized in teams focused on a task, not organized
around a hierarchy.
46. Positions will be defined by the competencies needed to be performed.
47. Employees will be more independent, moving from project to project
within their organizations.
48. Many jobs will be redesigned to be much broader in scope, especially
in management positions, resulting in leaner head counts.
49. Employees will be increasingly measured by how much value they
contribute to the business, not by whether they fulfilled predetermined
objectives.
50. Work will be more challenging, and jobs will become increasingly
complex.
Strategic Role of HR
51. Successful HR departments will focus on organizational
performance.HR's value will be to have the right people ready at the right
time: recruiting leaders to join the company's mix of talent and keeping
the "bench" full of enabled, competent workers.
52. The focus of the HR function will be human capital development and
organizational productivity; HR may be renamed to reflect this.
53. HR will evolve from strategic business partnership to strategic
business leadership (driving change and results, not just monitoring
them).
54. A key HR role in the future will be multidisciplinary consulting
around individual, team, business unit and corporate performance.
55. Managers will grow to depend more and more on HR professionals as they
realize that good people management can be the strategic advantage in the
next decade.
56. Leading change will become HR's greatest contribution to the
corporation.
57. More and more businesses will use HR as a strategic partner.
58. HR will have a "seat at the table" as part of the top management team
and report directly to the CEO in most companies.
59 . A key HR role will be managing increasingly scarce human and
intellectual capital.
Compiled
By -
Gaurav Kumar
|
Writer
Profile
Gaurav Kumar
a student of New
Delhi Institute of Management and a HR student , likes to share his views
with others.
gaurav22_hr@yahoo.com
|
