2020 - The New World of Work


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This Ebook, the final of four in the Kelly Services® series on the scientific workforce of 2020 and beyond, will explore how free agency, hybrid workgroups, and the virtual workplace are trends that are converging to define how the world’s businesses and organizations will utilize their most valuable resources—talent—in order to compete more effectively, both today and tomorrow.

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  • Its true, people are willing to work anywhere in the world now. More executives are actually taking international positions because it helps build solid experience.
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2020 - The New World of Work

  1. 2020:the new worldof workThree innovationsthat are changing theglobal workforce.Mark A. Lanfear
  2. 2 | 2020: the new world of workIntroductionThere’s been a lot of talk over the last workforce is transforming will seem as This whitepaper, the final of four in the Kellycouple of years about what the workforce old-fashioned as the rotary telephone. Services® series on the scientific workforceof tomorrow will look like. Futurists of 2020 and beyond, will explore how free An evolution of the traditional employer–have focused, perhaps arbitrarily, on the agency, hybrid workgroups, and the virtual employee relationship. Professionals bandingyear 2020, plastering across the Internet workplace are trends that are converging together to work in highly technical hybridthoughts and ideas about how everyone’s to define how the world’s businesses and groups. Collaboration across continentsconcept of a “normal” day of work will organizations will utilize their most valuable where “virtual” is the new bricks andbe shattered in just a few short years. resources—talent—in order to compete mortar. These are three fundamental more effectively, both today and tomorrow.Actually many of these changes are workstructure innovations that will seemhappening already, and, by 2020, as normal in the future as water coolercompanies that fail to embrace some very conversations were in the 20th century.fundamental ways in which the global
  3. 3 | 2020: the new world of work01. FREE AGENCY IS HEREIn fields like engineering, IT, and science, highly skilled and experiencedemployees are already showing signs that they are less willing to compromiseon location and compensation when it comes to the work they do. This is freeagency supercharged and it could dominate the world’s workforce by 2020.This trend has actually been developing those who do not have full-time traditional organization to know what is right for their they possess—not just for the job or taskfor close to a decade, but only now has it employment with an organization. career progression. at hand—will become the lifeblood of thecome to be seen by futurists as a viable Internationally, the percentages are smaller, organization and perhaps one of the most These workers know that demand forwork model for the majority of the world’s but growing. Kelly research shows that the powerful drivers. Free agents are critical their skills is high, but they also knowworkforce. In the past, if companies saw free agent population is now at least 20 to components in this equation, and talent that corporate paternalism is dead. Many“free agency” or “consultant labor” as 30% of the entire global workforce. As soon acquisition teams who fail to acknowledge will ultimately come to place more value onjust a gap-filling measure, today the most as 2013, there will be 1.19 billion free agents, this will see valuable talent go elsewhere. working on projects of interest to them withsophisticated organizations are seeing it or about 35% of the worldwide workforce, colleagues they respect, and on innovations These factors reinforce what weas a forward-thinking strategy capable of according to a study by global research that lead to results—with less focus on have theorized for a long time asdelivering improvements and efficiencies firm IDC. climbing the corporate ladder. companies continue to grapple with thewhich may add to their bottom lines. There are many reasons for this growing hypercompetitive nature of global business: The challenge for companies will be toWhy should companies investigate free trend in employment engagement, and an organization’s ability to recruit, engage, embrace through tangible infrastructureagency as a serious topic? There’s some many experts believe that global economic and develop talent is a vital indication of its and corporate culture these new workforceproof in the numbers. The Kelly 2011 Free ® uncertainty, coupled with the desire for better ability to remain competitive and relevant. models, and to appreciate how it willAgent Survey found that 44% of American work–life balance, is inspiring workers— Making free agents an integral part of a contribute to long-term organizational health.workers across all industries, when asked, especially those in highly technical fields company’s strategy will ensure that theclassify themselves as free agents— —to trust themselves more than an Hiring focused on the person and experiences organization is able to engage needed talent.
  4. 4 | 2020: the new world of work02. WORKING WITH WORK GROUPSThe formation of hybrid work groups is a natural progression asthe culture of free agency takes hold across the globe.Concepts such as business colonies, with pending work projects. The operation performed outside of the cultural bounds of Ultimately, these hybrid work groups cansynchronized workforces, and skill-set will revolve around some combination of existing workflow”. all mean very different things to differentmodules—all different forms of work resident people based in a physical facility organizations. But at the most basic level,groups—can be formed to accommodate and a non-resident virtual workforce. Some Similar to business colonies, synchronized these concepts are about engaging theany type of work or project. This represents business colonies will forgo the cost of workforces and skill-set modules are right talent in the right place at the righta profound shift in basic employment the physical facility completely, opting loosely defined as pockets of talent time—regardless of a company’s physicalstructures, where both companies and instead to form around an entirely virtual that are considered a critical asset to an location. They are about banishing theindividuals are coming together to seek communications structure”. organization, but are not necessarily needed cubicle and fixed schedule. And theyout innovative ways of doing business that throughout the entire process of a project. are about embracing the evolution to acapitalize on mobile workforces and With these business colonies established, Companies might employ these workforces workplace model independent of traditionalmobile opportunities. they are able to seek work on a project basis with other pockets of talent in a different employment constraints. from large companies that are seeking their part of the country or on an entirely differentSo what are business colonies, specific skills. In some instances, according continent. All work on different aspects These concepts are about fulfillingsynchronized workforces, and skill-set to Frey, “large corporations will launch their of the same project, helping companies the needs and expectations of bothmodules? Business colonies have been own business colonies as a way to expand save not only money, but time in the wake organizations and the people who workdefined specifically by futurist Thomas Frey capability without adding to headcount” of global competition that continues to for them, because the best human capitalof the DaVinci Institute as  “organizational and could possibly even use these colonies demand that products are developed is now among the most valuable resourcesstructures designed around matching talent for “experimental assignments best smarter and faster. in the world.
  5. 5 | 2020: the new world of work03. THE VIRTUAL WORKPLACEWith free agency and hybrid work groups in play, the virtual workplace couldbe a dominant model in the year 2020 and beyond. This could be especially trueand influential in the science industry, where the days of the insular workplace areover, and a culture of virtual work is helping companies gain a competitive edge.As knowledge sharing continues to gain future projects. Essentially, it is a mash-up of the future will have factors that may be advantage of them with regard to buildingtraction, and as vital economic resources of Facebook, Twitter, and LinkedIn for the virtual. That is, the global workforce and a customized and flexible workforce modelcontinue to constrict at scientifically science world where scientists can share therefore business economy is now more critical as well. With the proliferation offocused companies both large and small, their photos and profiles, as well as their “borderless” than in the past, and there is a collaborative cloud computing tools and thethe expertise of others outside a particular work with colleagues around the globe. growing acceptance that work can happen types of social networks discussed above, it isorganization, and the ability to work across Since ResearchGate’s inception in early anywhere regardless of brick and mortar or inevitable that the professionals that scientificcontinents within a virtual model, will become 2011, membership has grown to more than company location. companies need will be tapping into thesea more and more important factor for 1.3 million users, and about one million networks to find the projects and teams they It’s worth noting that the independent naturereaching business goals. publications have been shared so far in a would like to work with. of today’s working world is being fueled in no notable example of the traditional scientificAs a result, virtual scientific networks are small part by innovative social communities Companies will have to be engaged and journals being bypassed as an avenuealready cropping up all over the Internet. and the collaborative nature of technologies “at the table”, when the moment presents of publication.ResearchGate.net is one such network, which (i.e., virtual networks) that continue to evolve, itself in order to locate expert talent as thehas gained popularity over the past year for As the popularity of these virtual networks according to the 2012 independent work proliferation of these work-related socialits ability to easily connect scientists, allow grows in the scientifically oriented, and many report by MBO Partners. This will make a communities allows free agents to find thethem to answer questions from peers, share other technical industries, it will become company’s understanding of these networks best jobs, create teams and partnerships, andresearch papers, and find collaborators for even more apparent that nearly all work all the more critical, and their ability to take support professional development.
  6. 6 | 2020: the new world of work04. EMBRACING THE NEW WORKFORCEScientifically focused corporations working within the constraintsof traditional employment may find it challenging to take onthese innovative aspects of the workforce of the future.In fact, utilizing free agency, alternative and Particularly within the science industry, 1. dentify strategic versus transactional I for talent is dictating that companies musthybrid work groups, and the power of virtual increased challenges in the development processes within your company. What be able to meet workers’ expectations innetworks may still seem like a completely of drugs and other products are influencing activities are core, but yet could still radically different ways and be open tonovel concept despite how fast workplaces how companies conduct business and control be interwoven into strategic workforce different types of hybrid work groups. Areacross the globe are changing. solutions? Which tasks and process, you willing to nurture new ways of working costs at practically every step in a particular transactional, strategic, core or ancillary in order to attract and retain the bestBut the very nature of the science industry process. A scientific company’s most be done on a project basis? Assess your employees?itself, and how it continues to change to important projects, it could be argued, are workforce, and figure out how specifically-meet economic realities, might well be the now often likely to be conducted on a micro, 3. Engage a strategic partner that can help skilled free agents could efficiently anddriving force behind companies taking a not macro, level. your organization build a better workforce effectively contribute to your operations bymore strategic approach to their workforce strategy. Going it alone can be daunting. applying their specialized knowledge.solutions in the future. Some of the most Companies as a result must take the Look for partners that already have theobvious changes have come about because necessary steps to adapt their work 2. o a cultural and sociability audit. Is your D expertise and experience to secure theof pure economics. Practically everyone workforce solutions according to these company on board with the workplace right talent at the right time for the rightis being challenged to do more with less. challenges: reality of the future? Extreme competition processes.
  7. 7 | 2020: the new world of workCONCLUSIONIt may not be a matter of if but when these aspects of the evolving world of work will reach theworkplace and drive a shift that will change the workforce as we have known it. The concepts of freeagency, hybrid work groups, and the virtual workplace are three of the major challenges companiesmust prepare for in order to increase their likelihood of continued success, to attract the best talentin the future, and to maintain a competitive edge within the vast and complex global workforce.Want more information?This white paper is part of the Kelly Scientific Resources series The Scientific Workforce of 2020 and Beyond.Download this and other papers in the series at kellyscientific.com today.References:1. “Free Agent Survey”, Kelly Services, Inc. 20112. Worldwide Mobile Worker Population 2009-2013 Forecast. International Data Corporation. www.idc.com3. “Business colonies: A study of structure, organization, and the evolution of work.” Davinci Institute. www.davinciinstitute.com4. Lin, Thomas. “Cracking Open the Scientific Process.” New York Times. January 16, 2012.5. MBO Partners 2012 Independent Work Predictions.” Report. December, 2011. www.mbopartners.com “
  8. About the AuthorMark Lanfear is a global practice leader for the Life Science vertical atKelly Services, a leader in providing workforce solutions. Mark has overseenteams of scientific professionals around the world for almost two decades.He has held leadership roles in two of the top three scientific workforce solutioncompanies and three of the world’s top 20 Biopharmaceutical corporations.He is a featured speaker at many of the Life Science’s industry conferences, aswell as a university instructor. In addition, he is a published author in industry periodicals.About KellyKelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kellyoffers a comprehensive array of outsourcing and consulting services as well as world-class staffingon a temporary, temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kellyprovides employment to more than 550,000 employees annually. Revenue in 2011 was $5.6 billion.Visit www.kellyservices.com and connect with us on Facebook, LinkedIn, & Twitter.Download The Talent Project, a free iPad app by Kelly Services.Our science specialty places professionals to a broad spectrum of industries, includingbiotechnology, chemical, consumer products, biotechnology, chemical, consumer products,cosmetics, environmental, food sciences, medical/clinical, pharmaceutical, and petrochemical fields.For more information, please visit kellyservices.com/Global/ScienceThis information may not be published, broadcast, sold, or otherwise distributed without prior written permission from the authorized party.All trademarks are property of their respective owners. An Equal Opportunity Employer. © 2012 Kelly Services, Inc. EXIT