Think about the world we live in today:
“65% of young people will choose jobs that are still not clearly defined; 40% of employers still lack skilled workers; by 2025, millennials will account for 75% of the global workforce; two-thirds of the world’s population will pass Internet connectivity; smart machines and artificial intelligence are redefining people's work..."
In this era of unprecedented change, it's time to tear off the old life script and write a new script – to fully tap people's potential. Learning, work, more study and career development are normal and worth encouraging. In order for this new script to work, we need to rethink how the work is done and what the labor means.
This is at the heart of Accenture's 2017 Technology Vision project, where a flexible workforce model and digital talent platform can help leaders attract the ecosystem of technology talent—employees, contractors, people, and both. The difference - to maintain contact with the company.
Let the company seamlessly combine people with temporary teams to form specific goals, then disperse and remix, and move on until the next challenge is completed.
For example, the WordPress parent company AutomatTIc has eliminated the traditional organizational hierarchy. Their 450 employees are located in 45 countries, and their daily work is done by a team of 2 to 12 employees, without a traditional project manager. In this experiment, the team was encouraged to try new ways of working to complete the work. So far, this experiment has achieved great success. AutomatTIc is valued at more than $1 billion and has become a ubiquitous leader in Internet content management, with 25% of sites using AutomatTIc.
Technology makes it easier for companies to break through the limits and find top-level skills. Career introduction platforms such as Upwork, LinkedIn's ProFinder, Zhubjie, Catalant, etc., will all become important channels in the digital age. These platforms are dedicated to eliminating traditional barriers and connecting people to work without barriers.
| Is the leader responsible?The labor revolution is not just a question of HR. It takes radical leadership at the top of an organization to maintain relevance and appeal to future employees. Leaders at the senior management level must be involved in the transformation of the workforce to create new scripts for the work of the digital age.
In order to maximize the interests of businesses and people, leaders must strive to find answers to some difficult questions.
What is a new social contract? Who provides benefits for temporary workers? Should the company invest in the development of employees and freelancers? How to redefine the concept of "unemployment"? In this new work environment, companies that work closely with governments and associations must re-sign social contracts with workers.
In the case of the rise of borderless talent and digitalization, how do we put safety first? Leaders and online talent brokers must take steps to properly review employees to protect companies and individuals.
How do we protect and develop our culture in a talent market without borders? Leaders need to reflect on how their culture should evolve and how to get different types of employees to go beyond traditional employees.
In an era where technological power is extremely important, mankind will continue to drive competitive advantage. Responsible leaders use technology to empower people and find the right balance. Moreover, digital tools have the ability to meet people's needs and needs for skills in a highly personalized way, freeing people's creativity and potential.
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