ManpowerGroup Report: Five trends that help us see the future of work

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This article was written and published in Spanish and has been translated into English via Google Translate. Click here to read the original article.

ManpowerGroup, a world leader in talent strategy, offers some keys for people and organizations to face the challenges of digital transformation.

The technology is not going to end with the jobs we do today, but it will not pass by like a simple fashion. The digitalization of society involves a transformation of many aspects of our lives, and employment can not be left aside. In any case, the best way to respond to those who predict a future in which technology leaves us all unemployed is to resort to data.

There are several factors that condition the future of employment: the demographic change, the sophistication of the market and the multiplicity of options that makes globalization possible are just some of the new conditioning factors of a market that should take advantage of the technological revolution to adapt to an unprecedented reality.

A recent report by ManpowerGroup estimates that, by 2026, 2.6 million new jobs will be created in Spain and most of them will be for technical professionals and skilled workers. In particular, those related to law, science, health and information and communication technologies (ICT) will have more pull.

Big data, artificial intelligence, robotics and digitalization in general are not going to end our jobs as we know them, but how are they going to transform them? Capital is losing strength as the main competitive factor for organizations. Today, to ensure sustainability in a company and drive innovation, it is even more important to consider another element: talent.

During the celebration of the World Economic Forum in Davos in 2011, a contest that brings together leaders, entrepreneurs and experts from around the world, Manpower- Group warned that our society was entering the Human Age. Companies that are capable of attracting, developing and engaging talent through a leadership model that empowers them, concluded in the forum, will be prepared to lead the changing world of employment.

To address the many challenges posed by digital transformation in organizations, ManpowerGroup has identified five key trends to understand the future of employment:

'Talent magnet'

A company must be a magnet for talent. One in four executives in Spain recognizes that they have difficulty finding the talent their organization needs. Given the scarcity of technical profiles, it is essential to understand the factors that will be most valued by future candidates: remuneration, brand reputation, possibility of development in the company, etc. To attract and engage the best, it is necessary to increase the attractiveness of each job and offer projects that meet the needs of employees.

'Talent experience'

To retain the best talent, companies must offer a unique experience and a personalized value proposition. Not in vain, an employee is up to 43% more productive when he is committed to his work. To achieve this motivation, companies must treat their employees as consumers: knowing them, knowing what they need and worrying about their experience within the company.

'Skills revolution'

One of the most valued competencies of the 21st century is the ability to learn. The technological revolution changes work patterns at a fast pace and it is important to stimulate the interest to constantly update. Social skills, or soft skills, are especially relevant in our days: for half of companies, creativity, collaboration and problem solving are the skills that can make a difference when choosing a candidate.

'Hybrid talent ecosystem'

However, team management has become more complex. Digitization has driven new models of employment, in many cases offshored, that can change the way a company is organized to carry out a project. In this context, it is positive to adapt to these new realities, adapt the structures of our company and form teams that integrate diverse cultures and generations. Organizations that are committed to diversity are up to 22% more productive than competitors that obviate this factor.

'Digital leader'

To bring this transformation to completion, the change must also begin in the company's management team. And four out of ten companies do not have leaders prepared to solve problems that may arise in the future. Leadership models have changed. Today, managers are needed who have traditional skills such as the capacity for adaptation and constant learning and knowledge of the market, but they must also be able to inspire and strengthen the entrepreneurial spirit in their teams. In short, for a modern leader, in the digital age, managing talent must be a priority. The world of employment is, therefore, immersed in an unprecedented process of change that, nevertheless, will find in talent its perfect ally to face future challenges.

This article was written and published in Spanish and has been translated into English via Google Translate. Click here to read the original article.

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Acerca de Lucas Vargas:

  • Empezó en Grupo ZAP como el VP de Sales y en 2016 cuando la empresa tenía 60 empleados. Fue nombrado COO de VivaReal tomando el mando de Brian Requarth el Co-Fundador. VivaReal lanzó en Colombia y se trasladó a Brasil. En 2017 se hizo CEO del Grupo ZAP.
  • Ha trabajado en Mexico en PWC y en el Banco Santander
  • Tiene un Master de Business Administration de Harvard
  • En noviembre este año después de la fusión de OLX Brasil y Grupo ZAP fue nombrado el CEO del OLX Business Unit. Lidera la empresa junto con Andries Oudshoorn y Marcos Leite
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Simon Baker is the Founder and Executive Chairman of Online Marketplaces and Property Portal Watch. Involved with property portals for 15 years, he’s a well-recognized expert and industry consultant.
As former CEO/MD of the REA Group for 8 years, Simon led the group to its current market-leading position. When he joined REA Group in 2001, it had $4m in revenues, $6m in losses and an $8m market cap.
By 2008, the company presided over $155m in revenues, $35m in EBITDA and enjoyed a peak market cap of $1b. Simon is currently Chairman of the Mitula Group and Real Estate Investar and a serial portal founder and, investor.