The workforce of tomorrow will be dramatically different from the workforce of today and yesterday. New trends are influencing the future of work. A smart, digital, mobile, hyper-connected and agile world of work where the lines between work and life are increasingly blurred. This will result in us working very differently in the future as compared to the past. In the past, rules were set and passed down to employees. In the future, the employee will drive how work gets done. Changes brought about by technology, culture shifts, politics and the economy force HR professionals to constantly reinvent the workplace so that incumbent and new workers can thrive regardless of outside forces.
Millennials with their new ways of working and technological fluency bring a new perspective to work: they want an environment that they love and want to work in; breaking the paradigm organisations have that people need to work. By 2025 millennials who cherish mobility and globalisation will constitute 75% of the workforce.
The future workplace would have been impacted far more than what one could have imagined. Employees are now starting to drive the decisions and beginning to have conversations on how work gets done, when it gets done, who it gets done with, what technologies are being used to get it done, etc. New behaviours on sharing, communicating and collaborating are permeating organisations. Technologies such as big data, the cloud, the Internet of Things, automation etc. are enabling us to think about work differently. Employees will cherish their experiences and it is these positive experiences that will drive engagement, productivity and superior performance. Employee Engagement is no longer the once a year dip stick survey but one that needs to be real time. Employee development strategies need to be aligned with the future workplace.To compete and grow today, no matter what your industry, part of your strategy must be to continually build a smarter workforce. You need employees who are constantly improving their capabilities and knowledge
• Creating a Sustainable HR Function
• Aligning HR Analytics With Wider Business Objectives
• Gaining Buy-In From Decision Makers
• Establishing a Data-Driven HR Department
Who should attend?
• Current Mobility landscape: Birds eye view of the shifts, innovations and influences impacting HR
• Innovating mobility programmes to build a talent pipeline within an organisation
• The Art of employee engagement: LET’S BUILD GREAT PLACES TO WORK’
• Delivering Diversity . . . to improve overall workforce capability
• From Engagement to Employee Experience
• Leadership Ready: Organizational Readiness and Succession Planning
• Maximizing your Social Media Presence
• HR in this digital revolution- the enablers and roadblocks
• The Innovative Leader: Design Thinking in Action
• Leading the Workforce Today & Tomorrow
• Minimising Legal Risk in your Supply Chain
• To be a true business partner in organisational transformation, the HR function needs the capability and leadership to predict, prepare and respond to changes in business direction. The HR story at YMCA NSW is a case study in driving transformational change.
• The Only Thing Constant is Change: Navigating Change and Transition
• Disrupt the Ego to Counter Disruption
• Getting Our Workforce Ready for Tomorrow Today, A Case Study Approach