For decades, technology advances have changed the way they work and companies have adapted. Why is this time different? Because the transformation of work • the so-called Future of Work • is becoming a wave that can overwhelm and distort the corporate culture, organization and the way of conducting the business. As it shows everything that has happened and is happening in this period of emergency health.

In the midst of the era of digital transformation, traditional work models are proving to be unagile, adaptable and scalable. More and more, however, man will work side by side with digital ‘colleghi’, and this will allow him to focus on activities of greater value. The future of work will look at automation to manage recurrent and redundant practices, but also to address increasing complexity and risks.

And unpredictable emergencies like the current. Above all, it will lead man to stand out from machines by investing in new values and skills such as imagination, creativity and empathy. This will require completely new work environments, organisational structures and metrics.

Future of Work means rethinking the way the work is done. From a technological, cultural and organisational point of view.

It is a fundamental step towards a work model that promotes human-machine collaboration, enables new skills and experiences, and supports an environment not limited by time or space.

The transformation of work is necessary to really trigger digital transformation and not only to increase corporate agility, worker productivity and operational efficiency. But to succeed, it must become an essential part of the organizational strategy and connect directly to the growth of the business as a priority mandate of all C-levels, from CHRO to CFO, to CIO.

By 2021, IDC expects that the contribution of digital coworkers

By 2024, 30% of the world’s leading companies

By 2024, two thirds of the employees of the Global 2000 will move from static roles and processes and from a hierarchical culture to dynamic, multidisciplinary and reconfigurable teams, centered on objectives and results.

This change in the organisational paradigm will provide employees with a more diversified portfolio of activities, more opportunities for personal growth, but also greater requirements for continuous learning. Management techniques will also have to evolve, meaning the transformation of human resources, since the underlying processes, the allocation of talents and measurement metrics will have to adapt to the new paradigm.

For the second year in Italy, IDC organizes the IDC Future of Work, the main event where IT, HR and business lines meet to analyze interdisciplinaryly the possibilities that the Future of Work offers to make their company more agile. And he does so with a new entirely digital conference formula: the IDC Digital Forum: Future of Work 2020.

On 17 June live streaming, the IDC Digital Forum: Future of Work 2020 will present an agenda designed to provide concrete examples and responses to the technological and organisational challenges that companies are facing in the transformation path of the future of work, in what is

Guests of Roberta Bigliani, Vice President, Head of IDC Insights and IDC Future of Work Executive Lead of IDC Europe, and Fabio Rizzotto, Associate Vice President, Head of Research

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