For those currently looking for work or starting a new business; these methods can be used to evaluate your next job flow. They can also help us all move to a new world of work; help make talent programs more modern in our companies.
Rethinking job benefits:
Education as a benefit: Gone are the days of one-time professional development courses. Leading employers in the future of work now offer employees at all levels the opportunity to graduate. For example Amazon, Macy’s, and Starbucks. Historically, employers have spent 80% of their professional development on highly paid employees. We will see that by 2022 and beyond, more employers will change to use the “education advantage” strategy to attract; retain and grow employees at all levels. Edtech forums such as Guild Education make it easy for all employers to offer this opportunity; to develop skills for existing employees. The fact is that many vacant advertising positions are opportunities for internal development. Companies that understand this are ready to do better in today’s competitive market for talent.
Care as a benefit: In 2021, women left workers at record rates; in large part, because of their unpaid family responsibilities. Employers who want to keep smart women in the workplace will intervene when our government moves to provide care as a benefit. There are no longer the same benefits like free lunches and gym memberships; startups like Comment are personal benefits to each team member’s needs and preferences. It allows employees to use the benefits to cover education, care and anything else that is important right now.
Talent as a service
While we can expect the downtime we see during the Great Depression to decline over time; three things will remain higher expectations of employers to meet employees where they are, a growing number of unemployed people. Leave longer periods at any time, and longer life expectancy; the average occupancy of some of the fastest-growing companies are now estimated to be less than 1.8 years.
This combination of trends means that companies will need to find creative ways to produce talent. Similar to software as a service, talent as a service is a model that allows employers to hire flexible talent when they need it, as long as they need it. New players in the space such as SV Academy and Colaberry; have been appointed and trained for highly skilled roles in emerging career fields.
This method is appealing to employers because it eliminates the hiring and hiring of employees. For employees, this model allows greater independence to change their jobs and careers. Talent As a service and contract staff at various levels will be an integral part of any long-term company strategy and will undergo extensive changes in additional business processes.
Increasing staff capacity
With growing instability and staff shortages, many organizations are unable to operate a low-wage business model. There will be a boost to attracting employees by providing more access to equity and ownership. In recent history, we have seen this collaborative model work in newsrooms, grocery stores and restaurants — and extends partners like Apis & Heritage Capital Partners. For example, grocery news like Publix has about 20,000 employees who have worked with the company for more than 15 years. Publix offers a stock ownership program to these employees (at no cost to them).
In addition, we see an important conflict between team member expectations and what employers can offer in the current market. Big companies like Amazon and Starbucks are starting to maximize profits to fully support employees, but medium-sized businesses have very little in the way of maintaining their support.
Great Resignation will not last forever with its current size, but these waves of disruption will indicate that organizations need to adjust fundamentally to meet the set of expected employees (higher salaries, extended benefits, educational opportunities, etc.) that are completely different over the past five years. Although the top companies have the money to do so, we can expect the change to be worse for small businesses — which may lead to at least some state and provincial policy changes at least.
The rise of “The Metaverse” in skills recruitment and job training
In my interviews with employers in the fields of health sciences and medical technology; training in high-quality manufacturing work has been identified as a major requirement for success. Unfortunately, this type of training often involves pre-restricted investments in the construction of job-specific training centres. Augmented reality (AR) and virtual reality (VR) have the potential to close this gap; make job-specific production training less expensive and more accessible.
And we will probably see a consensus on how to learn a trade — turning this one from the “other”; to the way. We have already seen financial markets begin to bet on this space; as it closes nearly a billion dollars of the metaverse and large business cycles are close. Looking back on the decade by 2030; we will see that internships became a major part of our on-the-job education system; let’s hope that new technologies and experience training will use these entrenched opportunities; to make them less time consuming and tangible.
Higher education model
We will see a significant increase in the high-performance higher education model; being tested at National Louis University by Propel America (and modelled by others). The move will narrow the lines between staff and post-secondary education and allow students to simultaneously obtain high-quality certificates; that have been classified as a college-free college.
So, those were all about the new trends. Among all metaverse, one is most important according to me. Also, you can develop skills for other trends as well. So, if you like this article on these trends share it with your family and friends.