2019 Deloitte Global Human Capital Trends

Analysis

Deloitte Global Human Capital Trends 2019

Leading the social enterprise: Reinvent with human focus

Intensifying economic, social, and political issues are challenging organisations to reinvent themselves as social enterprises, engaging with stakeholders and cultivating performance in a human way.

In 2019, an intensifying combination of economic, social, and political issues is challenging business strategies. Faced with the relentless acceleration of artificial intelligence (AI), cognitive technologies, and automation, 86 percent of respondents to this year’s Global Human Capital Trends survey believe they must reinvent their ability to learn. After nearly 10 years of economic growth,1 and despite a pervasive corporate focus on digital transformation, 84 percent of respondents told us they need to rethink their workforce experience to improve productivity. And in the face of new pressures to move faster and adapt to a far more diverse workforce, 80 percent believe they need to develop leaders differently.

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Deloitte Global Human Capital Trends 2019

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Future of the workforce

The alternative workforce can be a long-term solution to tight talent markets but only if treated strategically.

As organisations embrace and adopt robotics and AI, they’re finding that virtually every job can be redesigned creating new categories of work, including hybrid jobs and “superjobs.”

Leaders today face new challenges due to the speed of technological, social, and economic change. Do these new challenges call for a new breed of leaders?

Future of the organisation

What creates a positive, motivating experience at work? Mainly, it’s the meaning and growth people find in the work itself and to improve that, the entire organisation has to be involved.

Hierarchies are being displaced by teams at organisations across industries and geographies. How can senior leaders, HR departments, and rank-and-file workers get teaming “right”?

​With wage growth lagging behind inflation, many organisations are turning to noncash perks and programs to help drive worker retention and performance. But perks and pay aren’t what matter the most.​With wage growth lagging behind inflation, many organisations are turning to noncash perks and programs to help drive worker retention and performance. But perks and pay aren’t what matter the most.

Future of HR

In today’s world of changing jobs and skills, organisations have an opportunity to take a fresh look at how they approach talent acquisition, exploring new approaches to determining what talent they need and where and how to find it.

In a competitive external talent market, learning is vital to an organisation’s ability to obtain needed skills. But to achieve the goal of lifelong learning, it must be embedded into not only the flow of work but the flow of life.

An organisation’s biggest potential talent source may be its own people. But why do so many organisations find internal talent so hard to access?

​Cloud-based systems have not been a panacea for HR but then, they were never intended to be. Instead, they can give organisations a solid foundation for integrating the explosion of new tools that HR software vendors are now developing.

Looking ahead

​The alternative workforce can be a long-term solution to tight talent markets but only if treated strategically.

The rise of super-jobs: 1 of 10 future of work trends

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