The Surge of the Gen-Z
Help! A new generation is arriving on the market with new needs, ways to work, communication tools, mobility concerns… This born-after-1996-generation is shaking companies’ human resources departments which need to create new policies according to the Gen-Z desires to attract young talents. Surprisingly, Gen Z’s top driver is not the salary but the control between their work and personal life. Moreover, they are seeking for real time feedback, mobility (work abroad or from home), handle several works and projects. Keep in mind, every needs from this new generation are still in progress of understanding but we can already say they will shamble shake up traditional workplaces.
Super Jobs and Automation
In its Human Capital Trends report, Deloitte introduced « Superjobs” – roles that are being reimagined to accommodate AI and robots. This growing phenomenon means to reshape co-workers’ skills in order to be suitable for the progressively automation of our workplace.
Automation is radically changing the nature of some job areas such as manual jobss. Managers and companies need to develop new ways of working to integrate automation in the workplace daily life. According PwC analysis, AI, robotics and other forms of smart automation have the potential to contribute up to $15 trillion to global GDP by 2030.
Working from home or from another country is one of the main trend for Millennials and the Gen-Z. Millennials believe that “a work from home or work remotely policy is necessary” and a Ricoh study found that a third of European workers would be willing to take a 10% percent pay cut for an employer who is in favour of flexible working. Thus, organisations which not yet embrace flexible work as norm is losing the fierce battle for talent searching. Moreover, nowadays the Gen Z is representing 40% of newcomers on the market and are seeking for more flexible working.