[January 02, 2019] |
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Top 2019 Global Workforce Predictions from The Workforce Institute at Kronos
The
Workforce Institute at Kronos
Incorporated today released its annual predictions of the top trends
that will impact the global workforce in the coming year.
Top Workforce Predictions of 2019
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AI and machine learning unmask previously-hidden workforce data to
make people-centric decisions. Artificial intelligence (AI) and
machine learning will finally be woven into workforce management
practices, revealing a treasure trove of data organizations have been
collecting - but not using - for decades. With regular and digestible
access to workforce data trends - like scheduling accuracy,
absenteeism, overtime usage, and burnout - predictive analytics will
shine, helping organizations head-off potential issues before they
arise. Intelligent automation will also free up managers from
admin-heavy tasks - like managing schedules, approving time-off
requests, and shift changes - while encouraging data-driven
decision-making to provide clarity between what is equal versus what
is fair. Though, to harness analytical insights to make accurate,
actionable decisions for specific employee and business goals,
organizations must avoid a "one-size-fits-all" model.
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Historically tight labor markets and emerging technologies put
people managers in the spotlight. With unemployment low and the
exodus of baby boomers reaching critical mass, employers globally will
face a historically tight labor market. Sourcing great candidates has
never been more difficult, and retention will become an all-out
dogfight. While an employer's brand, innovative hiring technologies,
and proactive recruiting practices are more important than ever, it's
organizations with the best people managers that will ultimately
prevail. Organizations will place an increased focus on leadership
development as a retention strategy - especially as Millennials flock
to middle management - and measuring manager effectiveness will be
HR's top challenge in 2019. Additionally, as AI and machine learning
take over mundane managerial tasks, freeing up managers to spend more
time with their people, deficits in leadership competencies will be
exposed as management expectations continue to shift from a historical
command-and-control model to a horizontal style that considers all
perspectives and seeks innovative ways to inspire, develop, grow, and
keep the top talent that drives business value.
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The changing face of education redefines trades and challenges
traditional hiring practices. As the student loan debt crisis
furthers the debate about the value of a college education and
credentialing programs for job-specific skills emerge, tomorrow's best
employees may take an unconventional path to employment. Competencies
that once required a degree - such as coding, robotics, and data
analytics - are being redefined as skilled trades with the rise of
certificate and micro-credential programs. Also, as yesterday's jobs
become augmented by automation, new skills will be required for
traditionally "blue-collar" roles. Employers must revamp their hiring
profiles and remove traditional job requirements to tap into this new
pool of qualified candidates who will staff the shop floor, store
floor, hospital floor, and top floor of the future. And, as
Millennials become parents, many will likely urge their school-aged
children to take an alternative educational path for a brighter
financial future.
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Further fracturing of employment laws globally, nationally, and at
the local level strain organizations. From minimum wage to sick
pay, to fair scheduling proposals to the right to disconnect,
governments around the world will continue localizing - and repealing
- employment laws. Ever-changing regulations around the world will put
increased strain on organizations to avoid sanctions, fines, crippling
class action lawsuits, and reputation-damaging stories. Technology
will be vital for organizations to manage scheduling-related mandates,
ensure unbiased practices, monitor fatigue and overtime management,
and ensure employees are paid accurately and fairly - all while
providing analytical insights that surface risky managerial practices
otherwise buried in a sea of employment data.
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Employee-agnostic flexibility, consumer-grade tech, and the rise of
the occasional time worker redefine "work your way." All
employees - salaried, hourly, and gig - crave control over when,
where, and how they work. While employers have put more focus on
flexibility and alternative work schedules, most have been slow to
reengineer processes that underpin how the organization runs. Tools
must meet employees where they naturally work - such as on their
mobile phone, tablet, or favorite social networking platforms. The gig
economy and emergence of the "occasional-time worker" will force
organizations to replace traditional hiring and scheduling processes
with systems that enable workers to choose when, where, and how long
they work. Mobile-friendly processes, self-servie features, and
immediate access to real-time data in a consumer-grade technology
wrapper will help drive the next iteration of the flexibility
phenomenon, as predictability of anytime work will empower employees
to be more productive, make more intelligent decisions, and be more
engaged.
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Greater emphasis on disaster preparedness as part of a holistic
human capital management strategy. Disasters large and small,
natural and man-made, have unfortunately become the norm.
Organizations worldwide have been challenged to respond effectively to
increasingly frequent crises, with HR, operations, and payroll forced
to take center stage in the lives of affected employees. With more
emphasis on company culture, caring, and "doing what's right" in a
world where disasters - and a company's response to them - are
frequently in the news, there is a new level of expectation for an
organization's response, responsibility, and employee benefits.
Organizations of all sizes must take a hard look at disaster policies,
processes, and capabilities - including both taking care of employees
in the moment and rebuilding in the wake of disaster, which will be
near impossible for those operating on a DIY workforce management, HR,
and payroll system. Sustainability plans that today primarily account
for company assets and data will need to incorporate employees and
their families.
The Workforce Institute at Kronos (News - Alert) board members include:
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In the Americas:
David Almeda, chief people officer of Kronos; Natalie Bickford,
group HR director at Merlin Entertainments; Joseph Cabral,
chief human resources officer and president, workforce solutions at
Press Ganey; Bob Clements, president at Axsium Group; David
Creelman, CEO of Creelman Research; John Frehse,
senior managing director at Ankura Consulting Group, LLC; China
Gorman, a human capital management consultant, speaker, and writer
who is former CEO of the Great Place to Work® Institute and
former COO of the Society for Human Resource Management (SHRM); John
Hollon, editor-at-large at ERE Media, award-winning journalist,
and nationally recognized expert on leadership, talent management, and
smart workforce practices; Sharlyn Lauby, The HR Bartender
and president of ITM Group, Inc.; Alexandra Levit,
business/workplace author, speaker, consultant, and futurist; Joyce
Maroney, executive director of The Workforce Institute at Kronos; Dennis
Miller, chief employment officer at Cal Poly Pomona Foundation; Chris
Mullen, director, strategic advisory at Kronos; Neil Reichenberg,
executive director of IPMA-HR; Dan Schawbel, best-selling
author and partner and research director at Future Workplace; Raciel
Sosa, CEO at Leadex Solutions; and Mark Wales,
workforce management industry advisor.
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In Europe:
Roland Axten, workforce management solutions explorer at
Inter IKEA; Dr. Steffi Burkhart, speaker, author, and lecturer; Christian
Kromme, entrepreneur and futurist speaker; Julia Hobsbawm,
OBE, honorary professor, author, and writer; Simon Porter,
digital HR services at NGA Human Resources; and Claire
Richardson (News - Alert), director at the Workforce Institute at Kronos, Europe
and vice president EMEA professional services at Kronos.
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In China:
Danny Dai, vice president, Capgemini (News - Alert) China; Dr. Huang Pei,
CEO, editor-in-chief of E-Works; Kevin Peng, deputy
secretary general of China Chain Store Association and deputy
secretary general of China ECR Committee; Miao Qing, general
manager of Kronos in Greater China; Yang Wei Guo, dean of
school of labor and human resources at Renmin University of China; James
Xue, presales manager at Kronos in Greater China; Winnie
Yuan, independent consultant; Xu Zheng, founder, CEO of
Cofound Innovation Center; and Freedom Zhu, business
partner at Allpku Consulting.
Supporting Resources
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Join the conversation by attending The Workforce Institute at Kronos
Tweet Chat on Jan. 15, 2019 at 12 p.m. ET. Follow #KronosChat for
details.
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Subscribe
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drive engagement and performance.
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See recent
research from The Workforce Institute, including "The
Case for a 4-day Workweek?"
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Connect with Kronos via Facebook,
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LinkedIn,
Instagram,
and YouTube.
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Putting people first isn't just good for employees - it's good for
business. Kronos CEO Aron Ain shares how Kronos did it in his new
book, "WorkInspired:
How to Build an Organization Where Everyone Loves to Work."
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Take a look at the lighter side of the workforce in Kronos' Time
Well Spent cartoons.
About The Workforce Institute at Kronos The Workforce
Institute at Kronos provides research and education on critical
workplace issues facing organizations around the globe. By bringing
together thought leaders, The Workforce Institute at Kronos is uniquely
positioned to empower organizations with the knowledge and information
they need to manage their workforce effectively and provide a voice for
employees on important workplace issues. A hallmark of The Workforce
Institute's research is balancing the needs and desires of diverse
employee populations with the needs of organizations. For additional
information, visit www.workforceinstitute.org.
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