Disruptive innovations are creating new industries and business models, and destroying old ones. New technologies, data analytics and social networks are having a huge impact on how people communicate, collaborate and work. As generations collide, workforces become more diverse and people work longer; traditional career models may soon be a thing of the past. Many of the roles and job titles of tomorrow will be ones we’ve not even thought of yet.
So how are these developments going to affect the talent your business needs?
How can you attract, retain and motivate them?
How is HR going to change as a result?’
The projections in this report build on the work started in 2007 by a team from PwC and the James Martin Institute for Science and Civilisation at the Said Business School in Oxford, who came together to develop a series of scenarios for the future of people management. The result was three ‘worlds of work’, which provide a lens through which to examine how organisations might operate in the future.
In this report, we look to 2022 and consider how the characteristics of these three worlds of work are likely to be shaped by the changes coming up over the next eight years. This includes setting out the recruitment, reward and employee engagement strategies that are likely to be most relevant as these worlds evolve, and what this means for businesses, workforces and HR.
In the Blue World, it will be at the centre of a hugely influential metric-driven strategy and performance function.
In the Orange World, it is set to have a much narrower recruitment and tendering role, with many other aspects of the function outsourced.
In the Green World, HR’s role could be much more diffuse, helping employees to shape their work around their values and outside lives.
Whatever path your function follows, it’s going to look very different in 2022.
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