December 21, 2017


Future of Work Perspective
Some markets have already jumped ahead — for instance, in the Philippines, employers estimate that 22% of work is already automated compared to a regional average of 13%. Singapore’s use of automation is seeing the largest jump regionally, with 29% of work expected to be automated by 2020. India is close behind at 27%, which may have wide-ranging implications for this low-cost labour market. In fact, 61% of employers in India think that they will require fewer full-time employees in three years’ time.

Mapping the New Total Rewards Journey
Total rewards programs are critical to a company’s ability to compete for talent in today’s agile, digitally disrupted workplace, yet in many organizations these programs are not evolving quickly enough to keep up with the new world of work. Companies face pressure to modernize their Total Rewards program die to a number of forces. This is an ongoing journey requiring regular course corrections to address the evolving needs of both the workforce and the organization.

Strategies for the New Economy Skills 2019
The qualifications achieved in schools, colleges and universities, the brand of an educational institution or an employer, the social networks of a potential job applicant—all are signals currently used to indicate potential fit between individuals’ capabilities and job opportunities in the labour market. These proxy signals have their origin in shortcomings in the capacity to measure and evaluate the actual skills, knowledge, behavioural qualities and abilities that individuals have gained throughout their lives.

The Future of Work Debunking Myths and Navigating New Realities
As workplace automation increasingly becomes the norm, myths about artificial intelligence (AI) and robotics are giving way to new realities of what it will take to engage and lead talent in an evolving work ecosystem. With the surge in workplace automation, employers are moving beyond automation myths and stereotypes. A growing number recognize the need for breakthrough approaches in talent and rewards as well as leadership activities in order to optimally manage the many emerging work options ranging from contingent labor to automation. But few employers are fully prepared to implement the organizational changes required to meet this challenge.