It’s 2023. The world of work has changed dramatically over the last few years. The Covid-19 pandemic has accelerated many trends that were bound to come, such as the transition to remote work and the gig economy. When we look at the future, there are a few key trends that will continue to shape the workforce and the way in which we manage it.
The first trend is increased uncertainty in the labour market. In the wake of the pandemic, but also as a consequence of the current high inflation and economic uncertainty, many companies have been forced to downsize or even close their doors entirely. This has led to millions of people losing their jobs and it has made finding a new job much more difficult. As a result, a large part of the workers is becoming more savvy about career choices and is looking for stability in their employment.
The second trend is a focus on costs. Companies are under pressure to control costs, but they also need to bring in enough workers to keep their businesses running. This has led to an increase in temporary and contract workers, as well as a move to remote work arrangements.
The third trend is the arrival of a new generation of workers. Millennials have now entered the workforce and they have different expectations than previous generations. A healthy work-life balance is of great importance to them and they are more likely to move from job to job throughout their careers. As a result, organisations need to be more flexible in how they manage their workforce.
The fourth trend is the acceleration of retirements. Baby boomers are reaching their retirement ages at an unprecedented rate. This is having a major impact on the workforce. Organisations need to find ways to retain knowledge and skills, as well as attracting and training new talent.
The fifth trend is that numerous new MSP programmes (first generation) are being implemented. The Covid pandemic has triggered awareness in many organisations that they lack insight in their contingent workforce to respond swiftly and accurately to changing market conditions. Introducing an MSP can be a viable option that gets attention.
The sixth trend is platforms that build Total Talent Management supporting solutions. Both service suppliers and HR professionals still struggle to make Total Talent Management work. But tech suppliers are now introducing platform solutions that offer an integrated system to support a TTM approach. It will be interesting to see if this development will accelerate true Total Talent Management in organisations.
These are just some of the trends that will shape workforce management in 2023 and beyond. To stay ahead of the curve, organisations need to be agile and adaptable in their workforce management. They also need to invest in technology solutions that can help them understand their workforce needs better and allow them to make informed decisions about where to allocate their resources.
About the author:
Marc Viëtor is Managing Partner at TalentIn. With more than 30 years in the industry his expertise helps organisations build and execute their workforce strategy, making sure that what is designed can be implemented.
TalentIn has extensive national and international experience in developing and improving strategies for the recruitment of your permanent and temporary staff including the underlying technologies. We know how these strategies can be designed and implemented successfully. We advise, but can also provide practical support. Are you interested? Please contact us for an appointment, without obligation, via www.talentin.eu, email@example.com or +31 10 307 54 22