The nature of work in India is experiencing a massive transition because of generational shifts, changes in worker expectations and disruptive technologies coming into play. We now live in an era of business with five distinct generations in the workforce.
Apart from the integration of fresh ideas with age-old, tried and tested methods, this time also brings with it uncharted challenges for most companies. Creating a perfect balance to bring out the best of the traditionalists, baby boomers, Gen X, millennials and Gen Z, and maintaining a collaborative work culture, is going to be a task that will require focus. Moreover, the rise of AI, the shifting organisational structures, and digital transformation will bring both challenges and opportunities for the workforce of the future.
Defining generations
Each generation, be it the baby boomers, Gen X, millennials or Gen Z, has a different approach towards working styles. For instance, if a millennial is looking for a flexible work pattern, a Gen X might be in search of a structured work pattern. Identifying such styles and requirements of each generation provides an opportunity for leaders and HR departments of an organisation to encourage employee engagement.
A workplace that acknowledges and addresses the needs of its employees can empower them to be their creative best. Companies must be equipped to create meaningful employee value propositions for each group to attract and retain talent. Organisations should be able to design a unified workplace that allows varied groups of people to work together efficiently.
Virtual workplaces
One of the primary drivers of change identified in the future of work is the role of emerging technologies, such as artificial intelligence (AI) and automation. Digital tools such as smartphones, laptops and VR technology ensure seamless connection between different departments of an organisation. Workplace automation, including the use of AI and robotics, is expected to double in India in the coming three years, which is expected to be more than the global and APAC average, according to the Global Future of Work survey by advisory company Willis Towers Watson.
In a nutshell, the future of work is getting creative. The definition of workspace has changed from ‘physical’ to ‘virtual’ as digitisation transforms the future of work across dimensions. Online meetings are enhanced through the use of 3D visualisations; web and video conferences are essentially creating a truly collaborative environment. In addition, with the augmentation of virtual workplaces, HR leaders are able to tap into the talent market and hire staff from various parts of the country.
Therefore, over the next couple of years, the question will no longer be of change in the workforce due to technology intervention but on how companies and their workforces have used this technology to their advantage. It’s the coming of technology that holds the most promise for how HR and business leaders will transform and create that employee experience which mirrors their best customer experience.
Roadmap ahead
HR is often seen as a passive, service-oriented support function. But given the demands of tomorrow’s workplace and business environment, it is time not just for the chief human resource officer but also business leaders to build high engagement workplaces to make their employees feel connected to their jobs and organisation’s vision, mission and goals.
In a world of digitisation, and as the future of work is redefined, organisations will look for leaders who are digitally inclined. We will see a demand for digital HR leaders, digital marketing leaders, and digital finance leaders.
Furthermore, the focus will be on hiring people who foster an attitude of appreciation for lifelong learning and those who are capable of developing various skill sets. According to few key findings in a report by Nasscom on ‘Technology shifts and workforce priorities’, globally, digital tech spend will grow at 24 per cent annually, and, as a result, demand for digital skill sets is to rise exponentially. Moreover, the report stated that 5-10 per cent of existing jobs will be automated because of which reskilling will be imperative across technology domain, social and thinking processes.
Nasscom states that 60-70 per cent of the existing workforce will need to be reskilled to meet future needs. For instance, recently a leading technology firm rewarded its employees who have embraced technologies, upskilled and reskilled themselves to manoeuvre their job profiles. The Adecco Group, in collaboration with the General Assembly, is a perfect amalgamation of an environment that has employees who are up-to-date with the latest technology and years of experience under their belt. Together, the employees of different generations in this workspace are encouraged to demonstrate multiple competencies helping them bring out the best in themselves.