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Gail Humble
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people @work/2020
GAIL HUMBLE
Northern Territory President
the future of work and the changing workplace challenges
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White Paper: people@work/2020
• After nearly three years of research, this Australian Human Resources Institute (AHRI) white paper reviews and assesses the major trends and issues likely to influence people at work by the year 2020, together with expected impacts on workplace structure, performance and professional leadership.
Peter Wilson AM, AHRI National President
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Are skills the key answer?
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Context• 1980s: A Nation at Risk
– Loss of firm competitiveness to Japan & Germany
• 1990s: The War for Talent – Skill shortages and demographic time bomb
• Today & Tomorrow: The Flat World & Global Economic Crisis – Internet creates global work platform– Facilitates movement of now scarce jobs
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fu·ture/ˈfyo. oCHər/
Noun: The time or a period of time following the moment of speaking or writing; time regarded as still to come.
Adjective: At a later time; going or likely to happen or exist: "the needs of future generations".
Synonyms: noun. futurity - hereafter - tomorrow
adjective. coming - prospective - unborn - forthcoming - next
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EIGHT FORCES SHAPING THE FUTURE
1. Global competition
2. Technological and communication breakthroughs
3. Demand for personal flexibility
4. Skills convergence
5. Macroeconomic and demographic changes
6. Global best practice
7. Changing business standards e.g. CSR, ethics
8. Government imposition of regulations
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1. Globalisation & hyper-competition
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2. Continued breakthroughs in IT & communications
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EIGHT MAJOR TECHNOLOGY DRIVERS
o IT modernisation o Enterprise information management (EIM) o Business process management (BPM)o IT consumerisationo Unified communications –o Mobile deviceso Smart gridso Cloud computing
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TECHNOLOGIES in our WORKPLACES can:• Facilitate massive and immediate communication to anyone,
anytime, anywhere• Distribute the locations of work• Lead to higher skilled work patterns at home, work or in remote
locations• Enable a greater personalisation of work through ‘universal but
individualised’ portals• Improve talent management, career performance, communications
and engagement• Provide more flexible approaches to restructuring the workplace• Increase access to professional knowledge
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3. Demand for personal flexibility & customisation
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4. Skills convergence in multi-disciplinary professional environment
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5. Changing macroeconomics& demographics
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6. Global best practices in people management
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7. New global standards: CSR, ethics
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8. Sustained imposition of regulatory solutions
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WORKPLACES
Work was a place we used to go to
now it’s something we do….
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Remote location
Home
Office
Solitary workstation
Multi learning & interactive zone
Café networking
Three internal spaces of work
Th
ree
ex
tern
al
sp
ac
es
of
wo
rkThe Nine
New ‘Space”
Stations of Work in
2020
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Core office functionality in 2020?
• 3 internal spaces – café style area, combined learning centres, thinking, private spaces
• A more flexible external workstation- connect via customised portals – sharepoint technology
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So what does it all mean for people@work?
Boundary of work & home will disappear
People, performance & productivity measures = critical
Successful relationships = key driver
Communication power will enable more flexible learning &
distributed work patterns in the internal & external work spaces
CSR, ethical values & risk = key business enablers
Non-core HR transactions entirely outsourced
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So what does it all mean for us in 2020?
Skill shortages & talent will still challenge workplaces
Education a lifelong learning process at work
The world of business will be driven by networks
Communication power will enable more flexible learning
& distributed work patterns
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Behind the scenes of people@work …
Gen X & Y attitudes for better work-life balance
New media enable flexible & distributed work patterns
Baby boomers seek longer term workforce engagement
- high correlation to mental & physical health, longevity
Ageing & female workers drive compressed & P/T roles
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What will the next
generation want
!
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“If you don’t have a competitive advantage,don’t compete.
People are the competitive advantage”
Jack Welch
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The biggest Questions!!!!!
• How do we engage the workforce of the future?
• What are the tools we need to have at the ready?
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The biggest Questions!!!!!
• What has to change to achieve a more skilled productive and competitive Australian workforce?
• We should use technology because we need it not just use because we can?
• We must think skill ecosystems, not just vocational education and training?
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