Labour Market Trends and Outlook

Transcription

1 Labour Market Trends and Outlook Stephan Gut Senior Consultant SwisSolution Human Capital AG SwisSolution Human Capital AG Seidenstr. 4 CH-8304 Wallisellen Tel. +41 (0)

2 12 MEGATRENDS Long-term changes in Society, Politics, Economy and Technology Networking Demographic changes Digitalization Society of knowledge Mobility Standardisation Security Transparency Two class society Augmented Reality Throwaway society Loneliness J.L.Cachelin, HRM Trend Studie 2012

3 Challenges for HR, manager and employees Requests from the employees, challenges for the managers War for talents Wish for an identity-generating und meaningful work Request to work part-time and from home office Create efficient teams Work Life Balance Work Life Blending Globalization Aging population Know-how loss due to retirements J.L.Cachelin, HRM Trend Studie 2012

4 War for talents

5 The rise of social media Digitalization of the markets Labour market will take place in the internet. Digital media can reach a huge population, job ads go viral Job portals will become interactive and multimedia Job portals will be threatened by social media which give a broad insight to an individual. The border between professional and private networks will vanish as this networks will not differentiate Candidate- und Employer-Branding will be state of the art, promoting advantages of employees and employers Virtual reality tours through the company and rating platforms (Kununu) make companies transparent

6 Labour market goes mobile Automatically matching The internet based labour market will become Apps on your mobiles Job search will become simpler but more intensive Due to the immense data on social media candidates and employers will be linked automatically Google knows what I am looking for. itunes know with what I entertain myself. Twitter knows what I think. LinkedIn knows what and where I work. Facebook knows who I am and who I want to be.

7 Active sourcing Virtual assessments The transparent candidate Recruiters get a transparent picture from social media about a potential candidate Potential candidates will be contacted actively Interviews are done virtual, remote, time and location independent The process becomes impersonal and intransparent Skill based matches but what about interest, values, emotions and creativity?

8 Wish for an identity-generating und meaningful work

9 Workers will vanish from the labour market Knowledge will be exchanged against individual fulfilment Many highly qualified workers will vanish from the official labour market and offer their services to different organisations. Top offers will be secretly traded like apartments. Employers have to attract and retain their talents offering meaningful work which generates identity and appreciation which leads to loyalty. Salary serves as base for individual fulfilment during leisure time. Money fosters freedom but doesn t make you happy!

10 Request to work part-time and from home office

11 Part time meets temporary contracts Employers hire know-how on demand Employees work more part time to increase work-life balance Time becomes more valuable than money Employers offer more temporary contracts Gained flexibility permits faster reaction on know-how needed, strategical adjustments and economical fluctuations

12 Multiple contracted freelancers Virtual teams set-up on demand and skills needed Many employees work under temporary contracts for several companies Employees not yet working as freelancer will become a hired entrepreneur to prove himself inside the company Workflows will be divided into smaller operation and globally outsourced (Micro-Outsourcing) To execute tasks very efficient teams will be arranged with the best human resources hired Freelancers will work in different teams possessing digital and social competences Freelancers will work in a Cloud for multiple employers on shortterm projects hired according their transparent reputation/ratings.

13 Work place becomes flexible Work-life-blending is common The internet is disconnecting work from workspace, work is done where it can be done best. The freedom to choose workplace and working hours is a major selection criteria in the job search Home office is cost-efficient as public transportation becomes expensive and traffic systems come to their limits Fix costs are reduced massively and maximising flexibility

14 Aging population Know-how loss due to retirements

15 Integration of retired baby boomers Senior and junior employees collaborate in the Cloud In the next two decades the baby boomer generation will retire. Many companies will not be able to cover the loss of manpower by younger workers and immigrants. Retirement age will become fully flexible Employers will have to hire elderly worker well beyond pension age. They will work as independent Silverpreneure with quite some freedom belonging job arrangements (work place, time and leadership) Knowledge transfer from senior to junior employees is a critical success factor and vice versa. They will be part of flexible arranged teams according know-how and reputation working in clouds

16 Freedom increases complexity as well! The labour market will become digital Candidates and companies will be transparent Employers hire freelancers on demand Employees will work under temporary contracts for multiple companies Work-life-blending is your daily challenge Senior and junior employees will work together in virtual teams