10th HR Summit 2018 - Humanizing Technology in Managing Tomorrow People

17-18 September, Nusa Dua, Bali, Indonesia

Managing Tomorrow People

Marina R Tusin
PwC Consulting Indonesia

PwC’s Digital Services 1

PwC
Workforce of the future
Video – Workforce of the Future

2
Managing Tomorrow People | Marina Tusin
 of the CEOs perceive the availability of key
38% skills as a threat to their organization’s
growth prospects.

39% of senior executives feel overwhelmed at the

complexity of digital transformation efforts

of CEOs agree that strengthening digital

91% capabilities also requires strengthening
soft skills, like teamwork and communication
Managing Tomorrow People | Marina Tusin 3 3
Source: the 2018 PwC CEO survey
 The World is Changing
The external environment is driving unprecedented levels of change…

• Disruptive effects of • Increasing need for

automation and AI - more flexible working
emergence of new models and move to
organisational models greater centralisation

• Scarcity of specialist Why is the • Increasingly global

Workforce of
skills and new talent the Future
talent pools, with
required to deal with any different? greater mobility of
automation talent

• Need to accommodate
• Public scrutiny
a broader range
surrounding pay
of employees than ever
fairness.
before
Managing Tomorrow People | Marina Tusin 4
Source: PwC’s Future of Work Conference 2018
Automation and Technology
Employees now have expectations as consumers

Automate,
Outsource, Enhance

Benefits selection
and change

Location-agnostic
working

Wearables in
the workplace
Managing Tomorrow People | Marina Tusin 5
Source: PwC’s Future of Work Conference 2018
New ways of working
What is driving the focus on the employee experience?

Rise of gig economy

Flexible working models

Fragmentation – alliances,
hubs

Governance and culture

Always connected 24/7

working

Managing Tomorrow People | Marina Tusin Source: PwC’s Future of Work Conference 2018 6
Demographic changes
Adapting to the one size fits all model

Millennials’ expectations:
personal development key

From ‘job for life’ to

‘portfolio career’

Working for longer

Reskilling of individuals
for adaptable careers

Openness to new types of

working – and different
Workforce of the future

models
Managing Tomorrow People | Marina Tusin Source: PwC’s Future of Work Conference 2018 7
 … they have a spectrum of many possible selves…

Managing Tomorrow People | Marina Tusin Source: PwC’s Future of Work Conference 2018 8
Adaptability – the key to the future
One clear lesson arises from our analysis: adaptability – in organisations,
individuals and society – is essential for navigating the changes ahead. 74%
are ready to learn new skills or
completely retrain in order to
remain employable in the
future.
PwC survey of 10,029 members of the general population
based in China, Germany, India, the UK and the US – base
all those who are not retired 8,459
Pivotal talent: The ultimate
prize

Automation of routine tasks encourages the

increased specialism we see in the four worlds.
This suggests that those workers with the
critical skills that organisations need will
become the ultimate prize
– whether they are full-time employees or
contract workers.
Managing Tomorrow People | Marina Tusin Source: PwC’s Future of Work 2030 Report 9
Everybody is responsible for updating their skills
I have the following skills and attributes
(percentage who agree or strongly agree)
65% 74%
86% Adaptability
think technology believe it’s their own 85% Problem solving
will improve their responsibility to
81% Collaboration skills
job prospects in update their skills
the future. rather than relying 76% Emotional intelligence
on any employer. 74% Creativity and innovation
PwC survey of 10,029 members of the general population based in China,
Germany, India, the UK and the US – base all those who are not retired 8,459
69% Leadership skills
69% Digital skills
60% Risk management skills
53% STEM skills
50% Entrepreneurial skills
PwC survey of 10,029 members of the general population based in
China, Germany, India, the UK and the US
Managing Tomorrow People | Marina Tusin 10
 Four ways HR can de-risk
the business

Managing Tomorrow People | Marina Tusin Source: PwC’s Future of Work Conference 2018 11
 1. Foster vitality

Longer working lives require vitality for

marathons, in place of sprints

Valuable human skills require times to recover

Managing Tomorrow People | Marina Tusin Source: PwC’s Future of Work Conference 2018 12
Build periods of recovery

Internal recovery
Our brains work in 90-minute rest-
activity cycles not only when we sleep but
also when we are awake.

External recovery
After just a few days of time off, people’s
reaction time jumps by an astonishing
80%

Managing Tomorrow People | Marina Tusin Source: PwC’s Future of Work Conference 2018 13
 2. Build social resilience

 Rates of loneliness in US have doubled since the

1980s
 Close work relationships boost employee
satisfaction by 50%

Managing Tomorrow People | Marina Tusin Source: PwC’s Future of Work Conference 2018 14
Facilitate networks

THE THE BIG THEREGENERATIVE

POSSE IDEASCROWD COMMUNITY

Managing Tomorrow People | Marina Tusin Source: PwC’s Future of Work Conference 2018 15
 3. Nurture agility
Tasks

Future
substitution?
Non-
Routine Current
routine substitution

Potential
augmentation

Analytical Manual Analytical Manual

Forming
Record Keeping Janitorial
Picking And Hypotheses
Calculation Sorting Repetitive Services
Medical Diagnoses
Repetitive Assembly Truck Driving
Persuading /
Customer Services
Selling

Managing Tomorrow People | Marina Tusin Source: PwC’s Future of Work Conference 2018 16
Foster agile careers

The three-stage model The multistage life

Education Education

Exploration
Employment in an
organisation
Work Transition
Self-employment

Portfolio (mix of paid

and unpaid work)

Retirement Retirement

Managing Tomorrow People | Marina Tusin Source: PwC’s Future of Work Conference 2018 17
 4. Personalise the deal

WOMEN
OLDER WORKERS SEE-SAW COUPLES
865 million entering
22 percent of those Taking turns in Demographics
the economic
aged 65 to 69 are prioritising career and
mainstream from DCs
employed in the UK home
in next decade

“JOINT VENTURES”
"FREELANCERS“
Involves two or more MICROENTERPRISE
A type of job where the
Businesses pooling Small Medium
worker is self-employed,
works for themselves and
their resources to Enterprises business type Working
achieve a shared goal 90% of businesses in OECD
bids for temporary jobs..
68% of companies have <10 employees
Arrangements
1/6 people globally are
expect an increase
freelancing

Managing Tomorrow People | Marina Tusin Source: PwC’s Future of Work Conference 2018 18
Avoid stereotypes

Reality
Stereotype 43% of <45 said they were
Younger people have more energy exhausted compared to 35% > 45

Stereotype Reality
Older people want to slow down More than half of 46-60 said
they want to slow down

Stereotype Reality
Younger people are more 60% of > 45 said
interested in learning they were actively learning

Managing Tomorrow People | Marina Tusin Source: PwC’s Future of Work Conference 2018 19
Focus on the humans and the humane
Build and nurture
Understand the skills you have in your
workforce now (not just the roles your
adaptability in your
workforce by harnessing a
workers currently do) and the gaps to
flexible talent mix. new ways of
the skills you will need in the future.
working and learning, and
radically different career paths.
Redesign traditional ‘one-size-fits-all’
HR programmes and policies to
deliver on new learning and
development models, career
paths, capability models and the Make talent and capabilities management a
redesign of jobs and matter of urgency – or risk losing the
compensation frameworks. battle to harness technological
breakthroughs and innovation in your
sector.

Strengthen innovation, creativity, empathy and leadership capabilities in your

business alongside critical technology skills.

Managing Tomorrow People | Marina Tusin Source: PwC’s Future of Work Conference 2018 20
 Embrace technology as a force for good

Clarify how robotics and artificial

intelligence can enable the redesign of
work, enhance productivity and
customer experience, and enable a focus
on more value-added tasks.

Use sophisticated workforce planning and predictive

analytics to plan for talent pipelines in multiple future
scenarios

Look for ways technology can enhance

your people offering for potential and
existing employees

Managing Tomorrow People | Marina Tusin Source: PwC’s Future of Work Conference 2018 21
So what should we tell our children?
“..to stay ahead, you need to focus on your
ability to continuously adapt… For
students, it’s not just about acquiring
knowledge, but about how to learn. For the
rest of us, we should remember that
intellectual complacency is not our
friend and that learning – not just new
things but new ways of thinking – is a life-
long endeavour.”
Blair Sheppard
Global Leader, Strategy and
Leadership Development, PwC

Managing Tomorrow People | Marina Tusin

 Thank You
© HOT SPOTS MOVEMENT 2018 ® SLIDE 35 23
Managing Tomorrow People | Marina Tusin
www.pwc.com/people

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