Steve Boese | January 7, 2022
従業員の福利厚生の重視、職場の柔軟性、リモートワークの増加など、この2年間に企業に起きたあらゆる変化は、コロナ禍が原因であると考えられています。もし、これらの変化がパンデミックによるものではなく、単に時代の変化によるものだとしたらどうでしょうか。
Boese: Should 2022 bring new challenges and new technology?
First, I’d like to extend my best wishes for continued health and success as we begin the new year! Like many of you, I’m sure, I spent some time over the holiday break cleaning up the office, tossing out some files and notes, and even tidying up old online files. During this process, I ran across a set of notes from a facilitated session that my business and podcast partner Trish McFarlane and I presented at the HR Technology Conference way, way back in 2011. The title of the session was something like “Your Kid Will Never Work in an Office”—a 2011 take on the never-ending “future of work” conversation. I’d like to share some of the notes from that session from 10-plus years ago because I think you’ll find it interesting how similar they sound to many of the workplace and HR technology topics we are talking about in 2022.
Here are just a few ideas from the 2011 session:
・56% of senior leaders at Fortune 500 companies believe virtual work will steadily or greatly increase at their company;
・When our kids grow up, they will refuse to work as many hours as we do;
・What do employers need to value in new employees? Adaptability, ability to learn on the fly and creative problem solving; and
・If your organization insists on maintaining a traditional office environment, you’ll struggle to compete for talent versus companies like Google and others who are taking more creative and flexible approaches to how work is done and organized.
I could continue with examples from that 2011 session, but I think you get the point. So much of what very engaged, smart and forward-thinking HR professionals were thinking about a decade ago sounds quite a bit like what HR professionals are working on today.
◆本記事の続きはこちらでご覧ください
プロフィール
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
