The revolution in the world of work

The transformation of the world of work began several years ago. Not only in management and recruitment methods, but also in the way companies develop and think about performance. The digital revolution has totally shaken things up. The spectacular emergence of the"start-up" model, an innovative company with agility as its cardinal value, is the most obvious symbol of this upheaval.

Increasingly volatile talent

The company of today - and tomorrow! - to remain competitive, they need to capitalize more on the human factor. Firstly, because artificial intelligence and robotization will enable the automation of even the most tedious tasks. But also because today's talents are far more mobile than their elders. They are no longer destined to spend most of their lives in the same company, and are much more interested in finding meaning and evolution. At the same time, they see all the opportunities open to them, and have a broader vision of the range of possibilities open to them in the corporate world. This leads them to question their job and its meaning, and to think they'd be better off elsewhere, doing something else.

It's not uncommon to hear employees complain that they"don't learn anything new in their company", or that they've"done their job". Nor is it uncommon for them to display a lack of enthusiasm, a weariness towards their work environment, or even a form of anxiety when visiting the workplace. Increasingly, this translates into a desire to become more independent, or to become "their own boss".

As a result of this transformation of the world of work, today's companies are finding it extremely difficult to"engage" their employees. And therefore to reduce turnover - a poison for any company, as it generates costs, stress and uncertainty. Tackling the problem of lack of commitment is becoming both a charming asset for companies and a managerial priority. The emergence of engagement as a priority for employees has given rise to an ecosystem of companies seeking to address the issue in a variety of ways.  

New solutions to meet tomorrow's managerial challenges

This has led to the emergence of numerous solutions - most often in the form of software - designed to improve corporate culture, internal communication, quality of working life, collaboration and project-based working... These are all solutions which, while they can help to increase commitment, are still too often seen as additional costs rather than as investment in people. And yet, employees are demanding this type of tool.

At the same time, we are witnessing a complete renewal of the training offer. The EdTech sector is emblematic of this renewal, with France ranking among the best countries in the world in this field with nuggets like OpenClassrooms. There are over 300 start-ups in France in this niche. From 2019, this ecosystem will also benefit from the reform of the professional training system and the transformation of the professional training account, which will now be credited in euros, enabling individuals to subscribe to the training courses that interest them. This represents an additional financial windfall for these training companies. These innovative companies round out an already extensive ecosystem, which you can browse through in this training directory.

The skills revolution is forcing companies to rethink their talent management policies

According to the OECD, 85% of today's professions will no longer exist or will be profoundly affected by 2030. We are therefore facing a skills revolution, and the question is: how will companies manage to remain competitive in the face of these rapid changes? The transformation of the world of work also involves a transformation of skills and professions.

To remain competitive, companies will need to anticipate changes in their market and in the skills required, and plan recruitment and training accordingly. They cannot afford to do only one or the other. They will need new talent with the latest technologies, tools and practices, as much as they will need to rely on the payroll already present in the company. In large groups, the position of training manager will therefore become a strategic one, acting as a skills amplifier and responsible for planning the updating of available skills.

That's why, whether you're looking to attract talent or assess your employees, the Yuzu assessment solution exists. Developed with the latest video game technologies, this tool will immerse your candidates in a variety of situations to assess their soft skills, and enable you to considerably improve your talent management.

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As far as the employee is concerned, this revolution will mean a lifelong need for training. In order to benefit from a certain degree of professional mobility, maintain their employability, take on greater responsibilities and foster their professional development, they will not be able to afford to rely solely on the skills acquired during their initial training. As a result, a company's ability to train them and help them acquire new skills will be a factor in their attractiveness and commitment, and will guide their decisions on hiring, as well as over the long term.

The world of work is changing, because people's desires are changing and the world is moving faster than ever before. Tomorrow's challenge for business leaders will be to embrace this new paradigm by putting people back at the heart of their managerial strategy, giving meaning back to the work of their teams, and anticipating with finesse short-term developments in their business and sector .

To find out more:
Why is professional training an emergency?
Successfully sharing knowledge internally and engaging employees.
Discover how easy it is to build effective training programs.