2017 Deloitte Global Human Capital Trends has been saved
2017 Deloitte Global Human Capital Trends
Rewriting the rules for the digital age
Organisations face a radically shifting context for the workforce, the workplace, and the world of work. Our survey of more than 10,000 business and HR leaders from 140 countries, including 196 leaders from Ireland, reveals 10 areas for businesses to focus on to better organise, manage, develop, and align people at work.
Irish Human Capital Trends
The workforce has changed. It’s more digital, automation-savvy, global, and diverse. This, along with rapidly evolving business needs, offers an opportunity for HR. Now is the time for HR to reimage its talent, strategy, and practices.
HR can leverage new platforms, processes and tools to develop the workforce. From cognitive tools that can be used in recruiting to attract talent, to on-the-go learning that can be accessed anytime, anywhere – the opportunities are endless.
As a result of disruptive technologies and demographic changes, organisations face a radically shifting context for the workplace, the workforce and the world of work. We believe that HR can strongly influence how businesses organise, manage and develop their people at work in these ever changing times. HR can help leaders and organisation adapt to new technology, help people adapt to new models of work and careers and help companies adapt to new changes in society.
This country report outlines the findings in the Irish marketing and is a companion to the Deloitte Global Human Capital trends 2017. We believe that HR can lead the way in the most significant change to the workforce that we have ever seen. It is time to rewrite the rules for the Digital Age.
A call to action for HR and business leaders
A number of converging issues are driving the need to "rewrite the rules." Technology is advancing at an unprecedented rate. Individuals are relatively quick to adapt to ongoing innovations, but organisations move at a slower pace. Many still retain industrial age structure and practices that are long outdated. Even slower moving are public policy issues, such as income inequality, unemployment, immigration, and trade.
It's these gaps among technology, individuals, businesses, and public policy that are creating a unique opportunity for HR to help leaders and organisations adapt to technology, help people adapt to new models of work and careers, and help the company as a whole adapt to and encourage positive changes in society, regulation, and public policy.