#FutuHReInsight

Intelligent Insights to make the future work for you

From Great Britain to Italy, proposals are being made to reduce working hours to combat the labour crisis and redistribute work. What’s the best way forward?

The pandemic has been a catalyst for unprecedented transformation, prompting leaders to change their views on their values and value systems—and redefining what it means to be a leader.

Workers in struggling companies can reduce their working hours and the government will pay most of their salary. Several other countries in Europe are looking at this model to deal with the impact of the COVID-19 crisis.

Our CEO Alain Dehaze joined BBC World News last week to give his thoughts on how the crisis is set to transform jobs and impact the future of work.

Paul Schofield, Head of Employee Relations for BAE Systems, talks about how redeployment can help organizations that have been rocked by the global pandemic manage their workforce into the future.

Developing resilience is becoming a mantra as we emerge from lockdown. But what is resilience and how do lessons learned during the pandemic help formulate a stronger, more compassionate and responsive post-COVID-19 world of work?

For decades, our work contracts have been defined by the number of hours we work. But with the transformation of our economies, technological revolution, and COVID-19 that has accelerated the future of work, it is time to review how we define and measure productivity.

What is the right balance between working in the office and working remotely? COVID-19 has altered our expectations about how, where and when we want to work. Based on our global survey results, here’s what hybrid working could look like post-pandemic.

COVID-19 has reshaped so many aspects of our existence, not least of which is our working life.

The future of work will be flexible. A hybrid model of remote and office work will be the norm. Productivity will be based on the output and impact, not hours worked. Leadership will be redefined with emphasis on soft skills, empathy, and emotional intelligence. Upskilling will be continuous, and we will all learn to learn. The future of work will reset the meaning of normal and employers will be in the driving seat of this transformation. These are the main conclusions from our global survey of CEOs, leaders, and employees.

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We need a new social contract for work in the 21st century.

A changing, diverse world of work is creating exciting opportunities for all. How can we make all forms of work sustainable and secure for individuals and business alike?

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GTCI 2020

Global Talent in the Age of Artificial Intelligence

The GTCI is an annual benchmarking report that measures the ability of 132 countries and 155 cities to grow, attract and retain talent.

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