Human Capital Trends 2021


Thousands of business leaders and HR professionals around the world have participated in the 11th annual Human Capital Trends: The social enterprise in a world disrupted: Leading the shift from survive to thrive.

2021 Human Capital Trends talk show: Going back to work in a new normal

How does the Future of Work look like coming back to work after the COVID-19 pandemic? Our Deloitte Human Capital expert, Jass Dhanoa was joined by two in-studio guests; Alice Larsen, the Corporate Vice President of HR at Chr. Hansen and Susanne Bjerre Mortensen, the Senior Group Director of HR, at Rambøll.

Watch our latest Human Capital Trends talk-show below, to find out more.

2021 Human Capital Trends Talk-show

How has COVID-19 impacted the approach to well-being? What have Danish organisations been surprised by during the pandemic? What were the areas of HR's greatest impact during COVID-19?

Watch the Human Capital Trends talk-show below, to find out more.

Click here to learn more and download the full report.

Amid unprecedented workforce disruption from the COVID-19 pandemic, organizations are enacting radically new ways of working and operating – and the C-suite is taking action to reimagine the future of work with human capital issues at the top of their agenda.

Deloitte’s 2021 Global Human Capital Trends report, "The social enterprise in a world disrupted", examines how organizations and leaders can leverage the lessons of this pandemic to fundamentally reimagine work, shifting from a focus on surviving to the pursuit of thriving.

The approach is new. The 2021 report is digging into some of the key trends from the 2020 report that have been at the forefront for organizational leaders as they have navigated unprecedented challenges related to work, the workforce, and the workplace. It discusses how organizations who survived the pandemic— and took the disruption as an opportunity to reimagine work itself— are the ones best positioned to thrive in the future.

These are the five trends that the report is digging into:

Designing work for well-being: The end of work-life balance

The Trend: Organizations are taking well-being beyond work-life balance by starting to design well-being into work-and life-itself.

Surviving: Supporting well-being through programs adjacent to work.

Thriving: Integrating well-being into work through thoughtful work design.

Beyond reskilling: Unleashing worker potential

The Trend: Organizations need a workforce development approach that considers both the dynamic nature of work and the equally dynamic potential of workers to reinvent themselves.

Surviving: Pushing training to workers from the top down, assuming the organization knows best what skills workers need.

Thriving: Empowering workers with agency and choice over what work they do, unleashing their potential by allowing them to apply their interests and passions to organizational needs.

Superteams: Where work happens

The Trend: COVID-19 has taught organizations that teams are even more important to thriving amid constant disruption than they might have thought before.

Surviving: Using technology as a tool to make teams more efficient.

Thriving: Integrating humans and technology into superteams that use their complementary capabilities to re-architect work in more human ways.

Governing workforce strategies: Setting new directions for work and the workforce

The Trend: Organizations are looking for forward-facing insights about their workforce that can help them quickly pivot and set new directions in the face of uncertainty.

Surviving: Using metrics and measurements that describe the workforce’s current state.

Thriving: Accessing and acting on real-time workforce insights that can support better, faster decisions based on an understanding of what the workforce is capable of in the future.

A memo to HR: Accelerating the shift to re-architecting work

The Trend: Thanks to their handling of COVID-19’s challenges, HR organizations have earned the right to expand HR’s remit to re-architecting work throughout the enterprise.

Surviving: Having a functional mindset that focuses on optimizing and redesigning HR processes to manage the workforce.

Thriving: Embracing an enterprise mindset that prioritizes re-architecting work to capitalize on unique human strengths.

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