Herausforderung Digital Workplace – Report von Deloitte

Deloitte hat seinen 2017 Deloitte Global Human Capital Trends Report unter dem Titel Rewriting the rules for the digital age herausgebracht. Für den 144-seitigen Report , der hier herunter geladen werden kann, wurden weltweit über 10.000 Manager und Personalleiter aus Unternehmen unterschiedlichster Größe befragt. Einige interessante Fakten und Aussagen:

Digital Werkzeuge bedeuten nicht automatisch mehr Produktivität. Der Report stellt sogar fest, dass trotz all der neuen Technologien am Arbeitsplatz, die Produktivitätssteigerung seit 40 Jahren nie so gering war. Neue Technologien scheinen oft nur die Geschwindigkeit, mit der wir arbeiten und kommunizieren, beschleunigt zu haben und sorgen so sogar für individuellen Stress:

“Technologies such as artificial intelligence (AI), mobile platforms, sensors, and social collaboration systems have revolutionized the way we live, work, and communicate—and the pace is only accelerating. This causes stress for individuals as well as societies.“

Source: 10 Digital Workplace Trends Shaping the Future of Work

Doch es geht nicht nur um Technologien. Auch die Art zu arbeiten, hat sich verändert, ist „flüssiger“ geworden:

“Historically we worked in very linear ways — one step leads to the next step leads to the next step in defined teams and hierarchies. Now we live in a world where we work in teams that form and reform around projects and ideas.”

Source: 10 Digital Workplace Trends Shaping the Future of Work

Deloitte identifiziert 10 Trends für den Digital Workplace:

1. Redesigning the Enterprise

Leading organizations, or those leading the digital charge, have already moved past the digital workplace design phase and are now actively building digital workplaces.

2. Real Time, All the Time

Companies need to create a culture of continuous learning, offering readily available classes over a range of mobile platforms to keep employees up to speed.

3. Talent Acquisition

Recruitment will become a digital experience as candidates expect convenience and mobile contact. Digital companies will adopt these polices to underline their digital credentials.

4. Employee Culture

Digital enterprises will expand their focus on employee engagement and integrate a new focus on creating employee experiences that encorporates a new range of feedback and self-service tools.

5. Work Technologies

Human resources will be one of the key players in digitizing workplaces and will play a role in delivering the technologies that change the way people work.

6. Performance Management

Companies that have undergone digital transformation processes will have to reassess their entire management programs from goal setting and evaluation to incentives and rewards, and aligning all with business strategy.

7. Disrupted Leadership

Digital organizations need new kinds of leaders who are, according to the research, younger, more agile and „digital-ready.“

8. Digital Human Resources

Human resource managers will be forced to take a more significant role in digital organizations and will be key in ensuring the organization is committed to a digital transformation rather than just “doing digital.”

9. People Analytics

Analytics will continue to move into the area of business operations with new real-time analytics used to assess what is happening in the workplace.

10. The Future of Work

Digital organizations will be forced to experiment with new cognitive tools and rethink the role of people as more and more work becomes automated.

Und wenn ich mir all diese Punkte durchlese, muss ich natürlich an unser IBM HR Festival  (und die Watson Work Lounge) denken, das wir am 9. Mai im Rahmen der re:publica durchführen. Viel der angesprochenen Punkte werden dort auf der Agenda stehen. Näheres zum IBM HR Festival auch hier im Blog.