The New world of work

The New world of work – how global trends are shaping work cultures

Today the Global Organizations works on the basis of ”New World Of Work”. It requires a drastic change in strategies for Leadership, Talent and Human Resources. What can be done? What can be done differently? What are the critical areas and needs to be changed? Use the under given findings to understand your organization’s current state and it’s desired future.

The human capital trends helps to bridge the gap between the human capital and and talent agenda of the previous years. The most urgent issues of the companies are leadership, retention and engagement, the re skilling of HR and talent acquisition and access. In many cases the business executives don’t believe that their companies are still ready to take on the challenges. According to the reports from FORBES Magazine 2014, the 10 trends for this year has been mentioned by proper analysis. It is a moment to take action as both business and HR leaders are placed to take care of human capital and talent agenda. It has also been noticed that for every trend readiness scores lag behind and sometimes very far behind. Urgency is needed to follow the trends and work according to the demands of this era.

According to the research there are 10 major trends that explores four apex themes for 2015. The themes are as follows-

1. Leading
2. Engaging
3. Re inventing
4. Re imagining

On the basis of geography, industry and company size here are the trends of 2015  to be followed by the organization and it also mentions the practical insights to help you overcome the difficulties and challenges in your organization.

1. Leadership– For the past few years leadership has become the most difficult challenges faced by global organizations. So, here the question is that if every organization is recognising leadership as a critical talent problem then why very few companies are making progress in this area, why not every company and organization? In today’s competitive business environment organizations should develop a portfolio of leaders who are ready to engage employees, drive innovation, work according to strategies and maintain a healthy relationship with customers. Companies that fail to invest in leaders surely lag behind others.
2. Learning and Development– Learning has become a business critical priority for increasing skills. It is also one of the biggest challenges. For investing in such an important factor the global companies are adopting new technologies, consolidating new offerings and balancing centralization. It’s now time to change the vision of corporate learning market as it is undergoing a digital transformation. Learning and Development process should be in such a way that every employee has a significant effect on them.
3. Culture and Engagement– In an era of increased corporate transparency, greater workforce mobility and severe skill shortages culture, engagement and retention have been the issues for business leaders. Most of the people say that their organization have poor program to enhance engagement and it gives a bad name to the company. Explore the missing links between culture and engagement and try to close the gaps as soon as possible.
4. Workforce on Demand– To engage and retain the workforce the companies should think broadly about the HR programs and strategies that could be applied to full time employees and as well as to contingent and part time workers.
5. Performance Management-For many companies Performance Management is being reinvented for a new purpose. It is considered as a secret ingredient. It helps in finding the talent. Today’s organization must examine the performance process of their employees and should involve them in strength based assessments and coaching. The days of traditional appraisals are coming to end and performance management is now a tool for employee engagement.  Organising various seminars also works for the best!
6. Re Inventing HR– It is an extreme makeover.Today’s HR organization must be business-integrated, data driven and deeply skilled in attracting, retaining and developing talent. Building HR universities and modernizing relationships with internal business partners can help in solving the problem. It must also be able to meet the intense pressures of today’s business environment.
7. HR and People analytic–  Data and analysis is the key to solving business and talent needs. Organizations work only on improving leadership skills which is wrong. Companies should also excel in talent and HR analysis. Thus, this factor is stuck in neutral and needs to be accelerated to achieve success in corporate sector.
8. People data everywhere– Leading organizations use internal and external data to build their brand, manage risk and make investment decisions. The data comprise a critical part of company’s strategies.
9.  Simplification of Work– Reducing the stressful environment and simplifying the work in the company is very beneficial for the employees. Technology and globalization needs complexity to work but it has an disadvantage that leads to damage in employee engagement, lowers quality and reduces innovation and customer service. Leaders should focus on individual, organizational and work specific programs that reduce complexity and help people focus on what really matters. The coming revolution should work on it.
10. Machines as Talent– The increasing use of computers and softwares forces the organization to re think the design of work of the organization and capabilities of their employees. HR must look forward for collaborating with machines rather than wholly replacing employees with machines. Professionals must use this opportunity creatively and take full advantage from them but in a specified manner. The work that can be done with the help of machines should not be done by the employees as it consumes a lot of time effecting the productivity. Thus Efficient, productive and profitable collaboration should be made between employees and machines.

Hence, These are the new trends of 2015 that needs to be followed to follow the agenda of ‘new world of work’.

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