【世界最大のHRテクノロジーカンファレンス HR Technology Conference & Expo提携記事】
Vol.1 未来の職場を予測する
Predicting the Future Workplace Today

What does the future of business hold and how can we prepare now?

By: Danielle Westermann King | December 27, 2017
■ブライアン・シャーマン氏による、本記事のサマリ
社会における人事のあり方は、新しいテクノロジーと共に劇的に変化するかもしれない。2030年への見通しを知り、人事部門の役割の変化に対して我々がどのように備えを開始するべきかを理解しよう。あなたは4つのカラーのうち、どの色の未来を望むだろうか。

PricewaterhouseCoopers recently released an extensive report entitled Workforce of the Future: The Competing Forces Shaping 2030. The report is based on research from PwC and the James Martin Institute for Science and Civilisation at the Said Business School in Oxford, United Kingdom, and a survey of 10,000 people in China, India, Germany, the UK and United States.

The results from the report “provide insights into how people think the workplace will evolve and how this will affect their employment prospects and future working lives.”

PwC presents four possible workplace scenarios, categorized as different worlds: yellow, red, green and blue. Each world details what’s important to the employers and employees, the impact of technology and the role of HR.

The yellow world focuses on humanity. Ethics and fairness are highly emphasized and both employers and employees seek out meaningful work. Technology in this world has been utilized to provide easy access to crowdfunding capital, which has helped entrepreneurial companies thrive where corporations once ruled. The issue with technology in this world, however, is one we may start facing soon: automation of jobs.

There doesn’t seem to be space for an actual HR department—the role, as we know it today, is held by company leaders or worker guilds (think medieval trade associations).

In the red world, innovation is king; specialists and niche profit-makers thrive. Specialized skills are highly sought-after, and companies are lean. As new products and businesses are developed in the blink of an eye, regulation lags, making the high-risk red world fast-paced and highly competitive.

HR doesn’t exist—automation, outsourcing and self-organizing teams have replaced it entirely.

Capitalism is at the core of the blue world, but the workforce is scarce. Exceptional talent is highly prized and human effort is pushed to its limits through physical and medical biotechnology, creating a “new breed of super-workers.” Companies obsessively collect personal employee data to predict performance and risk by monitoring the performance, health and well-being of every employee at home and at work.

HR plays a large role in this world and uses advanced analytics to determine performance and retention issues and predict future talent.

Like the yellow world, the green world focuses on humanity first. Green world organizations have a strong social conscious and sense of environmental responsibility. Natural resources are scarce and international regulations grow. Technology is important in this world because it helps protect resources and reduce environmental harm. Unfortunately, just like the yellow world, reliance on technology and automation may make human jobs obsolete.

HR has a major responsibility to not only create an environmentally- and socially-conscious culture, but also protect the company from “sustainability and reputational risk.”

Though these four worlds may feel a little like the Hunger Games, nothing within them is too far-fetched; we’re already seeing some of these changes now with automation and technology.

To prepare for whatever color our workforce becomes, leaders need to act now and plan for dynamic changes. PwC recommends that companies keep abreast of artificial intelligence and automation trends because advances in technology will rapidly and significantly impact everyone.

The most important takeaway, besides being proactive about preparing for the future, is to help quell employees’ fear of automation. Employees are less likely to embrace change if they think their jobs are on the line.

To remain productive and competitive, employers should begin thinking about how they can protect their people. PwC suggests fostering agility, adaptability and skill sharing so that employees feel secure even as the world quickly transforms around them.

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グラマシー エンゲージメント グループ株式会社 代表取締役 ブライアン シャーマン

米国ニューヨーク市人事コンサルティング会社にて日系企業(NY・LA)を対象に人事コンサルタントとして従事。その後米国住商情報システムにて人事総務部長に就任。在米日系企業が抱える人事の現場を内と外の視点で支える。来日後は株式会社ファーストリテイリングでのグローバル人事業務に参画。欧米露アジア拠点の人事マネジメント業務に従事。2010年グラマシーエングージメントグループ株式会社設立。現在は、日本企業の人事のグローバル化をサポートするコンサルタントとして活躍中。

米国ニューヨーク州出身、米国Williams College卒業
2007年にSHRM、Senior Professional Human Resources (SPHR)資格取得、早稲田大学トランスナショナルHRM研究所 招聘研究員