As the Future of Work concept continues to gain momentum, businesses and HR professionals are beginning to question how prepared they are for the new era of working that’s now become the norm.
With automation, artificial intelligence, and other technological advances transforming the workplace, it is clear the role human resources will play in helping to unlock the opportunities presented by the Future of Work.
In this blog post, we’ll explore whether HR can truly unlock these opportunities and what steps organisations – & leaders can take to stay ahead of the curve.
We will discuss the challenges and opportunities likely to be presented by these shifts and changes to how we work.
We’ll also examine the strategies and best practices available to Human Resource practitioners to prepare their companies and people for this disruptive change.
Continue reading to understand how to help your organisation, colleagues, and teams remain competitive in a rapidly changing world.
What is The Future of Work?
From a professional development standpoint, the Future of Work refers to the evolving landscape of work and the skills, competencies, and knowledge required to succeed in this new environment.
As the nature of work and our definition of work evolves, so will the ways in which companies train and upskill people to reflect these shifts.
Let’s make it practical.
One likely future-of-work scenario will be the increased use of automation and artificial intelligence in the workplace.
More and more routine tasks will become automated, and the challenge for people will be to develop new skills and competencies (creativity, emotional intelligence, digital literacy, and critical thinking) that machines cannot replace.
Seven Future of Work Trends Not To Be Ignored
While automation reshapes industries, its role is augmentation, not displacement. Collaborative robots assist with routine tasks, allowing human expertise to focus on strategic analysis, creative problem-solving, and relationship building. A study by McKinsey Global Institute predicts that, by 2030, automation will create more jobs than it displaces, just in a different form!
The shelf life of skills is rapidly shrinking. Ongoing learning, encompassing technical proficiency, soft skills development, and adaptation to emerging technologies, becomes a critical success factor. The World Economic Forum’s Future of Jobs Report 2023 suggests that by 2025, half of all current jobs will require reskilling or upskilling.
Geographic boundaries become increasingly meaningless as remote work tools and collaborative platforms enable seamless connection and project execution across countries and continents. A study by Owl Labs found that 73% of remote workers want to remain remote post-pandemic.
Despite technological advancements, uniquely human attributes like critical thinking, empathy, ethical decision-making, and emotional intelligence remain irreplaceable, ensuring their enduring value in future jobs. Research by the World Economic Forum highlights the growing importance of “soft skills” like critical thinking and problem-solving in future jobs (World Economic Forum, The Future of Jobs Report 2023).
Traditional employment structures evolve, embracing freelance and project-based work across diverse industries. This offers professionals newfound autonomy, project variety, and global opportunity. A report by McKinsey Global Institute predicts that by 2030, the gig economy will represent 20% of the global workforce (McKinsey Global Institute, Jobs Lost, Jobs Gained: Workforce Transitions in a Time of Automation).
Formal education transitions to a continuous process fueled by micro-learning platforms, online courses, and boot camps, empowering people to acquire and adapt skills with agility. EdApp reports that the global e-learning market will reach $350 billion by 2025, highlighting the rising demand for flexible learning options (EdApp, Global eLearning Market Size & Growth, 2023-2028).
Environmental concerns create a growing demand for professionals in fields like renewable energy, green architecture, and sustainable resource management. A study by the International Labour Organization estimates that 24 million new jobs could be created globally by 2030 in the green economy.
Four Challenges & Opportunities for HR in the Future of Work
Talent Acquisition: The competition for talent is intensifying; a challenge for HR will lie in finding new and innovative ways to attract and retain top talent.
Skills Gap: The skills required for the Future of Work are rapidly evolving, faster than anyone can realistically keep up.
Human resources departments will be pressured to ensure their organisations have the skills and competencies to succeed.
Employee Well-being: The increasing demands of work and the blurring of boundaries between work and personal life are taking a toll on employee well-being. It is the task of HR to develop strategies to support and promote employee well-being.
Talent Development: Learning and development will matter greatly with human resources professionals looking to retain and develop industry-relevant skills and knowledge of employees.
- Developing policies and procedures that allow for flexible work arrangements, including telecommuting, job sharing, and flexible hours.
- Offering training and development opportunities, including online courses, webinars, and conferences, to help employees stay ahead of the curve in their field.
- Implementing performance management systems, such as setting goals and providing feedback regularly. These should focus on employee growth and development.
- Providing support to employees experiencing work-life balance issues. Like access to childcare, elder care, and financial planning resources.
What Are the Skills Required To Effectively Leverage Future Work Opportunities?
BEFORE we discuss skills, have you considered what earning a CIPD certification can do for your career?
CIPD qualifications and training help you understand the changing world of work and teach the skills and knowledge to manage change within a company effectively.
The skills you should consider developing include:
Proficiency in technology: Proficiency in using various technology tools and platforms, including HR information systems (HRIS), applicant tracking systems (ATS), and video conferencing tools.
Data analysis: The ability to analyse and interpret data to make informed decisions about talent management, recruitment, and retention.
Digital communication: With remote work now the norm, practitioners in human resources need strong communication skills, particularly in digital communication channels, such as email, video conferencing, and messaging apps.
Change management: Skills in change management will be required to help employees navigate and adapt to the cultural, organisational, and technological changes organisations are set to experience.
Collaboration and teamwork: Collaboration and teamwork skills are crucial in the workplace. However, working effectively with other departments and teams within an organisation will become more important in the Future of Work.
Strategic thinking: Practically, this will involve thinking strategically to develop and implement talent management strategies that align with the organisation’s overall goals and objectives.
Cultural sensitivity: Issues and themes around diversity and inclusion will continue to be topical. For practitioners in HR, their work will focus on developing and implementing initiatives to promote a more inclusive workplace.
Succeed in the Future of Work With Qualifications From the CIPD.
How would you like to lead the change and prepare your organisation and people for the future of work?
Imagine the professional growth, career opportunities, and benefits this could create for you.
With specialist qualifications from CIPD, you can!
CIPD qualifications are globally recognised and highly respected by employers. They signify that you have the latest knowledge, skills, and best practice in HR and people development.
Who are CIPD qualifications for?
CIPD qualifications are most commonly sought after by people working in or interested in the human resources and people development sector.
However, the skills and knowledge you will gain from completing a CIPD course are transferable to various job roles and industries.
Meaning that CIPD courses & qualifications are beneficial for anyone looking to improve their career prospects.
What you get when you study with the CIPD:
1. This training teaches the latest thinking, methods and best practice in human resources, learning, and development, helping you to remain current and valuable in your industry and job.
2. Obtaining these qualifications validates your skills and professionalism, providing you with a recognised credential that increases your chances of advancing your career in HR and people development.
3. CIPD courses offer networking opportunities with fellow HR professionals to gain insights from their experiences and grow your confidence and competence.
4. These qualifications develop new skills and knowledge in people management, organisational development, and change management.