draft: the future of work is now · 2000s – “uberization ... as jobs evolve and certain tasks...

The Future of Work is NOW

14 September 2018

AHRA Conference

Angel Hoover,

Willis Towers Watson

Previous “Futures of Work”

2

Source: Willis Towers Watson

Second Industrial Revolution Late 19th – early 20th century –

“The assembly line”

Features:

▪ Companies as social institutions

▪ Organization of work into jobs

▪ Jobs as careers

Third Industrial Revolution / First Machine Age 1960s – 1990s – “Nikefication” and core competencies

Features:

▪ Technology enablement and the web

▪ Companies as the nexus of contracts

▪ Streamlining of jobs to enable outsourcing

Fourth Industrial Revolution /

Second Machine Age 2000s – “Uberization”

Features:

▪ Mobile, sensors, AI and machine learning

▪ Companies as platforms

▪ Disaggregation of work into activities

▪ Talent on demand

The

Assembly

Line

“Nike-

fication”

“Uberi-

zation”

© 2018 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.

Where we are now

3

“Robo-gig” Economy is transforming work NOW not in the Future

Sources: Digital Media & Society, World Economic Forum in collaboration with Willis Towers Watson;

Willis Towers Watson Research; also reference McKinsey & Co

A truly connected world Social & Organization Rec

on

figu

ratio

n

collaboration …

Hu

ma

n &

ma

ch

ine

All inclusive Glo

ba

l T

ale

nt

Ma

rke

t

Use of digital

media for work

69%

$2.7BN GDP boost by talent platforms in

< 10 years

41% of companies have

contingent employees

77% of organizations list missing

skills as the single biggest

impediment to digital

transformation

38-40 Million Skilled

Worker Deficit

90-95 Million Low-Skilled

Worker Surplus


Incredible pace of change characterizes this age

4

Time it took to reach 50 million users…

38

YEARS

Radio Mobile

phones Internet Google iPod Facebook iPad

Pokémon

Go

1958 1983 1963 1998 2002 2004 2010 2016

27 YEARS

17 YEARS

12 YEARS

4 YEARS

2 YEARS

1.5 YEARS


a) 19 months

b) 19 weeks

c) 19 days

d) 19 hours

How long did it take Pokémon Go to get 50 million users?

© 2018 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only. 5

Time it took to reach 50 million users

6

Pokémon Go…19 days

38

YEARS

Radio Mobile

phones Internet Google iPod Facebook iPad

Pokémon

Go

1958 1983 1963 1998 2002 2004 2010 2016

27 YEARS

17 YEARS

12 YEARS

4 YEARS

2 YEARS

1.5 YEARS

19 DAYS


7

Workplace automation is the exclusive

domain of IT.

More than half of employers say it will take

break-through approaches in HR’s role to meet

the challenges of automation.


What have you done to meet this challenge?

8

ACTION TAKEN


Should we Fear the Robots?

9

Source: December 2017 Willis Towers Watson FOW Global Survey

The use of automation will nearly

double over the next three years

June 29, 1955, Punch Magazine


Over half of employers say the key goal of

automation is to augment human performance

and productivity.

Organizations use automation primarily to

reduce costs and errors.


willistowerswatson.com 11

Successful

re-construction of

jobs matches

skills and

activities, and also

takes into account

motives and

attributes.

Evolution of Jobs and Job Requirements: As jobs evolve and certain tasks automated, new types of work and skills will be required.

Impact of Automation

Requiring us to

pay more for

employees with

certain skill sets

Changing the way

we design jobs so

they can be done

by employees with

more skills

Changing the way

we design jobs so

they can be done

by employees with

lower skills

54% LA| 62% Global

65% LA| 59% Global

51% LA| 45% Global

29% LA| 27% Global

42% LA| 42% Global

25% LA| 25% Global

Today In 3 years

LA Global LA Global

Source: 2017 - 2018 Willis Towers Watson FOW Global Survey, Latin America


willistowerswatson.com


How is automation really changing work?

12

13

The Future of Work In Action


Changing Requirements of Work

14

The top 10 skills that will be in demand by all

employers by 2020

Future of Jobs Survey, World Economic Forum, January 2016

10. Cognitive

flexibility

09. Negotiation skills

08. Service

orientation skills

07. Judgment &

decision making

06. Emotional

intelligence

05. Coordinating

with others

04. People

management

03. Creativity

02. Critical thinking

01. Complex

problem solving


Contingent workers are disengaged and not

committed to your organization’s success.

About half of employers say that contingent

workers are just as likely to put in extra effort as

full-time employees.


Commitment to organization success: Employers believe part-timers, free agents and workers on loan from other organizations are just as likely to put

in extra effort as full-time employees.

16

WORKER TYPE




What are Others Doing?

17


What are companies really doing?

18

Talent platforms

Traditional employees

Volunteers

Outsourcing

Robotics

Free agents

Artificial Intelligence

Alliances



Issue: Get right skills for right roles quickly – High Tech Company

19 © 2018 Willis Towers Watson. All rights reserved. Proprietary and Confidential. For Willis Towers Watson and Willis Towers Watson client use only.

Analyzed pivotal roles

(e.g., Data Scientist)

Whiteboard sessions to

identify emerging skills

Internal talent marketplace

to match talent pools to

positions and projects

User generated content

used to develop and

update skill profiles

Defined combination of

emerging skills and

expertise needed for key

roles

Integrated skill needs and

gaps into a workforce

strategy and plan

Work Architecture Approach & Outcomes:

Background:

As the half life of skills continues to shrink, tech companies are constantly competing for emerging and

in-demand skills for critical roles.

Willis Towers Watson was hired to help develop a Work Architecture

To maintain confidentiality, this case study represents a hybrid of a two projects currently in process.



What Does This Mean for You?

20 20


Changing Requirements of Leaders & HR Professionals

21

From

Organizing and filling jobs

A mindset of learn, do, retire

Employment qualifications

Salaries for intact jobs

Job architectures and movement from

one job to another

Traditional career ladders or lattices

To

Deconstructing, automating/redeploying and

reconstructing

A mindset of learn, do, learn, do, rest, learn,..

Work readiness

Market prices for activities and tasks that can

be aggregated in multiple ways based on each

person’s unique circumstances

Work architecture that provide seamless and

continuous matching of skills to tasks

Reskilling pathways that reflect individual

motivations, attributes, enabling skills and

technical competencies

The shift that will be asked of you



We are Battling Obsolescence

Why?



Prepare for the next generation of Talent

23

Thank you!



909 respondents from 38 countries

Source: 2017 Willis Towers Watson FOW Global Survey

89,

10%

343,

40%

201,

23%

80, 9%

69, 8% 71, 8%

183,

20%

112,

12%

76, 8% 128,

14%

239,

26%

168, [PERCENT

AGE]

154, [PERCENT

AGE]

80, [PERCENT

AGE]

507, [PERCENT

AGE]

REGION

Nth. Amer. Latin Amer. EMEA Asia Pacific

About the 2017 Future of Work Global Survey

89, [PERCENTAGE

]

343, [PERCENTAGE

]

201 [PERCENTAGE

]

80 [PERCENTAGE

]

82, [PERCENTAGE

]

69 [PERCENTAGE

]

EMPLOYER SIZE

Less than 100 100-999 1,000-4,999

6,000-9,999 10,000-24,999 25,000+

NUMBER OF EMPLOYEES

71 [PERCENTAGE

]

183 [PERCENTAGE

]

112 [PERCENTAGE

]

76 [PERCENTAGE

]

128, [PERCENTAGE

]

239 [PERCENTAGE

]

22, [PERCENTAGE

]

78 [PERCENTAGE

]

INDUSTRY

Energy & Utilities Financial Serv. General Services

Health Care T & Telecom Manufacturing

Public Sector & Edu. Wholesale & Retail


draft: the future of work is now · 2000s – “uberization ... as jobs evolve and certain tasks...

Documents