Human jobs in #TheFutureOfWork: undervalued or invaluable

10 july 2017

At HRBuilders we get a kick out of connecting great HR people. Via our weekly #ConnectWithContent we share our insights on HR and #TheFutureOfWork and provide you with curated content, also during summertime. In this week’s edition we move to the intersection of economics, education and #TheFutureofWork, starting with a must read by Livia Gershon on human jobs.

Enjoy the read and summertime :-) 


The future is emotional 

Human jobs in the future will be the ones that require emotional labour: undervalued, underpaid, yet invaluable.
The World Economic Forum issued a paper warning that technological change is on the verge of upending the global economy. "To fill the sophisticated jobs of tomorrow, the reskilling and upskilling of today’s workers will be critical and to make sure our kids are equipped for the jobs of the future, they will have to focus on developing the analytical and coding skills to power our innovation economy".

Right (?) The truth is, only a tiny percentage of people in the post-industrial world will end up working in software engineering, biotechnology or advanced manufacturing. 

#TheFutureOfWork will require soft skills, not just advanced algebra... 
A growing real-world demand for workers with empathy and a talent for making other people feel at ease requires a serious shift in perspective:

It means moving away from our singular focus on academic performance as the (only) road to success.
It means that we stop the educational gospel: more time in the classroom is not the (only) key to making ‘better’ workers as it fundamentally disrespects the non-academic skills needed.
It means being more educated than your job demands, doesn’t necessarily imply that you are better at doing the job.
This has a huge impact on how we prepare all of our workers and our students for #TheFutureOfWork. Providing SEL (social and emotional learning) to schoolchildren and emotional skills training to all of our workers will be crucial to help them survive and thrive in #TheDayAfterTomorrow. 

An enormous opportunity lies before us, as robots and algorithms push humans out of cognitive work, giving them more time to really engage with clients, employees and each other. 

Thx for sharing this article Katrien Goossens.

Read the whole article here  


Let Employees Put Family First. It's Good for Business. 

Alex Salkever published a great article online via LinkedIn that we picked up via our HR community. Alex is convinced that there are many industries where robots are a long way away from replacing humans such as any industry that involves lots of fairly delicate motions and judgements about interacting with people like nursing, physical therapy, teaching,... Industries that require associative / creative thinking - marketing, public relations, computer programming are unlikely to succumb any time soon, he believes.

I don’t necessarily agree with him all the way on this. I do agree with his claim however that industries where people team up with robots wil provide the best results. 

Caring for family is the one non-negotiable in all of our lives.
Showing empathy for this reality is a key way to show that you care about your employees as people and don’t view them as units of production. By allowing them the flexibility to care for their family, you are telling them that you value their entire person".

The basic upshot is simple. Let your employees put their families first, their work second, and to control their schedules. In doing so, you will encourage them to do their best work and to build a commitment to you and to the organization with a solid basis of trust, compassion, caring and honesty. 

Read the whole article via this link


Great Businesses Scale Their Learning, Not Just Their Operations

To top this week’s edition of #ConnectWithContent off, enjoy this article by John Hagel on scalable learning, shared via Peter Hinssen. 

Scalable learning goes beyond product or service innovation, beyond process innovation and business model innovation, Instead, it completely re-thinks the rationale. 

Scalable learning is about  institutional innovation
Institutional innovation allows organizations to re-architect themselves to scale learning and generate richer innovations at other levels, including products, business models, and management systems. In a world that is more rapidly changing and where our needs are evolving at an accelerating rate, the institutions that are most likely to thrive will be those that provide an opportunity to learn faster together.

In #TheFutureOfWork existing knowledge depreciates at an accelerating rate, that’s why the most powerful learning involves creating new knowledge which does not occur in a training room.
It occurs on the job, in the day-to-day work environment. Scalable learning also harnesses technology to augment the capabilities of people. Scalable learning not only helps people inside the institution learn faster. It also scales learning by connecting with others outside the institution. 

In institutions driven by scalable efficiency, it is the responsibility of the individual to fit into the assigned tasks and roles required by the institution. In institutions driven by scalable learning, the institutions must find ways to evolve and adapt to the needs of the individuals within their organization.

Scalable learning offers the potential to shift to an increasing returns model where the more people who join together to learn faster, the more rapidly value gets created.
Read the whole article here 


Did you enjoy this weekly #ConnectWithContent? Then feel free to share it with your network our let us know if you (dis) agree. 

At your service! 

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