Changing paradigm in job market

1. The future job market
KOMAL BHATIA

3. How are the jobs changing?
“The World Economic Forum meeting held at Davos recently was
about how technology can shepherd in a new era of efficiency and
innovation; but also about how to make sure millions of workers around
the world don’t find themselves unemployed.”

4. Overview about how the world of
work is changing.
 Anytime, anywhere skills: Proactive approach is required to bridge the gap
between required and available skills.
 Personalization: The age of one-size-fits-all is over. HR must now customize
talent management solutions to suit individual preferences and the needs of
each employee.
 The rise of the extended workforce: The rise of the gig economy and
alterative talent pools is real. HR must be able to maximize the benefits offered
by these new talent pools.
 Digital dominance: Digital technologies are fundamentally altering the way
we work, enabling people to be more productive and engaged at work.

5. Overview about how the world of
work is changing.
 Global talent outlook: With talent going truly global, national boundaries
are blurring.
 HR analytics: HR analytics will help HR understand human behavior
better. It will help them take informed and accurate talent decisions.
 Risk Management: Risk and compliance management are taking on
importance as organizations become more exploratory and innovative. Data
privacy, confidentiality clauses etc.
 Employee experience is the core: The modern employee craves a holistic
and authentic experience at every touch-point with the organization. It is
the responsibility of HR and business to curate and deliver the right
experience.

6. Top most reflection about the future of work
Lean workforce & competition for
critical skills 44%
Augmented work with AI and
Robotics will be central to work 33%
HR’s role will be reduced to strategic
functions only 09%

7. Critical talent and business
challenges (in the next 5 years)

8. Trend Shift in last 5 years

9. The skill gap :
Availability Vs. Desirability Matrix
The McKinsey Global Survey projected significant talent shortfalls in two functions viz.,
Management and Technology, where companies will have the most trouble recruiting the right kind of
talent.
Technical Skills

10. The skill gap
Availability Vs. Desirability Matrix
Management Skill

11. The skill gap :
Availability Vs. Desirability Matrix
 Technical Skills
The McKinsey Global Survey report

12. Availability Vs. Desirability Matrix
Management Skills

13. MOST IN DEMAND JOBS
 VR/AR Architect
 Neural Interface Designer
 Bioethics
 E-Commerce Manager
 Environment and Resource Manager
 Cyber Security Expert/Media Police
 Aerospace infrastructure developer
 Trend Watcher
 Influencer3D Printing Expert
 UX designers
 Data scientist

14. MOST IN DEMAND JOBS
 Supply Chain Manager
 Content Creator
 App Developer
 Creatives
 Bio-technologist
 SEO specialist
 Online Psychologist
 HR Analyst
 Mechanical Engineering Specialist
 Registered Nurse (RN)
 Nano-tech Engineer

15. Conclusion
Automation
will have far
reaching
impact on
global
workforce
Enhance skills
for future
Encourage
continous
learning
Develop agility

16. 
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