This document discusses the impact of technology on the workforce and the division between skilled and unskilled labor. It argues that technology increases this divide and automates unskilled jobs. However, it also notes that technology has not yet made humans entirely obsolete. The document then examines trends in retaining skilled talent, such as flexible work schedules and an emphasis on employee happiness. It concludes by discussing the work of Sngular People Tools in helping companies attract and retain talent through aligning values and ensuring job satisfaction.

1. JOSE ANTONIO GALLEGO
VAZQUEZ
SNGULAR PEOPLE TOOLS
DIRECTOR
@JOSEANTONIOGALL
TALENT ORIENTED
ORGANIZATIONS

2. “BY THE SWEAT OF YOUR FACE
YOU SHALL EAT BREAD”
Génesis 3:19

3. THE ETERNAL DIVISION:
SKILLED WORKERS VS
UNSKILLED WORKERS

4. A MACHINE : TECHNOLOGY INCREASES THE
DIVIDE BETWEEN SKILLED AND NON SKILLED
WORKERS

5. THE POPULAR
PERCEPTION OF
“THE MACHINE” IS
THREATENING

6. WE ARE TERRIFIED THAT “THE
MACHINE” START TO MAKE THEIR
OWN DECISIONS

7. INDUSTRIALIZATION
INCREASES THIS IDEA

8. THE FEAR THAT
"THE MACHINE"
STOP BEING
OBEDIENT

9. …AND START THINKING FOR ITSELF

10. AND WE BECOME
" EXPENDABLE "

11. " LUDDITES " AGGRESSIVE
RESPONSE TO
INDUSTRIALIZATION .

12. ... HOWEVER , THE TECHNOLOGY HAS
NOT MADE US AN UNEMPLOYED SOCIETY.
(YET)
Working hours evolution:
1400-1600 - Farmer-miner,
adult male, U.K.: 1980 hours
2000: Average worker, U.S.:
1949 hours
13th century - Adult male
peasant, U.K.: 1620 hours
1850 - Average worker, U.S.:
3150-3650 hours

13. THE EFFECTS OF TECHNOLOGY ON THE MAN
WITH SOME CONTEXT

14. THE EFFECTS OF TECHNOLOGY ON THE MAN
WITH SOME CONTEXT.

15. SOME CONCLUSIONS AFTER 3 CENTURIES OF
INDUSTRIALIZATION
 Since the eighteenth century the worker lives in a
constant race between “personal upgrading” and
technology.
 The difference between workers who are gradually
replaced by "machines" ( fatalism , angry with the
system) and employees whose knowledge of
technology makes it increasingly necessary
(continuous reinvention , you can not help but learn) is
accentuated

16. THE OVERCOMING OF MAN BY
THE MACHINE IS
UNSTOPPABLE
BUT NONLINEAR

17. THE OVERCOMING OF MAN BY THE MACHINE
IS UNSTOPPABLE BUT NONLINEAR…

18. WE CAN STILL WIN
THE PAC MAN

19. WHAT IS THE FUTURE OF
“UNSKILLED WORKERS”?
 Anthropologist David Graeber (London School of
Economics) presents a disturbing theory. Two
type of workers:
 -”bullshit works”: pointless jobs just for the sake
of keeping us all working
 -”real works”: necessary for society

20. WHAT PROFESSION WILL BE REPLACED
BEFORE BY "MACHINES"?

21. WHAT PROFESSION WILL BE REPLACED
BEFORE BY "MACHINES"?

22. WHAT PROFESSION WILL BE REPLACED
BEFORE BY "MACHINES"?

23. A SOCIETY THAT DIES: INDUSTRIAL (BORN
IN FACTORIES)
 Long office hours
 Repetitive tasks
 Linear productivity:
only increases with more work
 Hierarchycal
 Tight turns
 physical proximity
 there is no room for personal
initiative

24. A SOCIETY THAT BORNS: TALENT (BASED ON
OPEN SOURCE COMMUNITIES)
 Team work
 meritocracy
 Passion
 Community and
consensus
 Productivity grows
through
 innovation
 Remote work
 personal initiative is
essential

25. THE NEW “SKILLED AND TALENTED”
WORKERS. HOW ARE THEY?
 Scarce: Immigration laws are changed to allow
access of talent.
 Highly paid: Money ceases to be their main
incentive
 Ambitious : change jobs every 3-4 years
 They are looking for a “sense" of their work : they
are interested in “the idea.”
 Loyal to its “peer network" , not your company
 Take risks , they do not care fail. They reinvented
themselves.
 They should be encouraged unconventionally.

26. RETAINING TALENT: CURRENT TRENDS.
 CHO: “Chief Happiness Officer”
 Google: Free 22 weeks maternity leave
 Facebook, Apple: Help to delay childbearing
 Netflix, Tumblr, Foursquare: Takes every
holiday you need (but come back)
 Pinterest: free liquor cabinet in the office.

27. WHAT WE DO IN SNGULAR
PEOPLE TOOLS?
Sngular people tools: Talent
society
Finding the meaning to our work .
Being happy , help engage with our
partners, creating ties. Based on
commitment .
HR conventional tools: industrial
society
Payroll payments , leave management ,
job performance, achievement of
objectives .
Unidirectional. No added value. Based
on control.

28. SNGULAR PEOPLE TOOLS:
ATTRACTING AND RETAINING TALENT
 What motivates a person with talent?
 Is there "match " between the values ​​of the
company and there employees?
 How management decisions impact on your
employees?
 How to detect that an employee is no longer
satisfied?

29. Let’s talk
 @joseantoniogall
 jagallego@sngular.team
 M: + 34 616 883 883

30. Spain | Mexico | United States
www.sngular.team
@sngular_team