The Future Workforce – A lot to consider & plan!

Change is happens, well I think so anyway. This makes it hard to predict the impact on the future workforce; however some specialists in this field have shared their predicted trends.  Building possible future scenarios and working them into workforce planning and HR strategies is important for businesses wanting to move forward successfully.

One of the megatrends reported by Hay Group, effecting work, the workforce and the workplace is individualism.  When I read about this it really resonated with me. There has been a lot of talk over the years about the differences and management of the different generations we have in the workplace but really aren’t we all individuals regardless of what generation someone falls into? I have always said get to know your staff or team and find out what motivates them – as individuals.  So, how do you manage individuals treated differently, possibly on different conditions and keep a harmonious workforce?  Also, talked about is the increasing casualization of the workforce. I would think that this would also refer to an increase in the use of contractors rather than employees.   So, how do you get loyalty and engagement when individuals are working for various employers?

The other megatrends impacting on businesses are; globalisation, environment crisis, digitization, demographic change and technological convergence.   Globalisation is about embracing diversity, in all forms, greater than ever.  As HAYS put it ‘Think global, act local’ is important.  However, this raises its own challenges.  Whilst, there is benefit to an organisation in embracing diversity it is also difficult to manage a diverse workforce with different cultural backgrounds, thoughts, interpretations and perceptions and can make communication challenging.  So, how do you manage that?

Technology allows employees to operate anywhere, anytime, on any device changing the need for workplaces and hierarchies even.  So, how do you ensure employees get a balance between work and life?  Technology also creates transparency impacting on brands, organisational culture, engagement and collaboration all which need to be managed, but how?

Then there is an impact on individuals and ultimately their productivity and performance.  The impacts of  these megatrends – being employed casually, being treated differently to others, having to be internationally mobile, managing remote teams, managing communication made by employees in this transparent environment, managing diverse workforces, ensuring they have work / life balance, maintaining healthy & safe environments including mental health, and the list goes on.  Interesting times ahead with so much to consider!

And then, of course, there is the consideration of our future workforce with regards to what skills they will have and require and the impact that technology is having on children’s physicality and social skills –  what will this mean for the future workforce?  Then there is the increase in violence –will we have security guards to keep everyone in check? This could also impact on how things are done in the workplace – take a look at kids sporting events these days!

What skills will you need in the future?  What will you do differently to ensure you engage your workforce – attract them, remunerate them, motivate them, engage them?  Will you start planning now?  With such change comes impacts on organisational culture, leadership, team performance, workforce planning, workplaces, industrial relations, and workplace health and safety. A HR focus is essential.

At HR Business Direction we are able to assist with Workforce Planning and HR Strategic Planning.  Contact us here.

Leisa Messer BBus(HRM); GradDipIR; CAHRI; IRSQ
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
www.hrbd.com.au