We often have the opportunity to meet and discuss with a variety of people from university professors to business thinkers, futurists and analysts in our space and it’s very exciting to see how workforces are going to interact in this digital world that is upon us. Here are some of the megatrends.


Addressing the megatrends: think futurist.

Bring your own Data

This will be a big shift over the next 5-10 years. Currently we build HR and payroll systems to record and keep a masterfile of employees and it is very much owned by the organisation and lives as a single frame of reference around your time with an organisation. 

“There is definitely going to be an increasing movement towards the ownership of data going to employees and candidates themselves." David Guazzarotto, CEO of FK

It’s a bit like where Linkedin is today. It will be the standard of what we are looking at in terms of employees profiles and master files. There will be a time not too distant where employees will bring their own master files. They will plug that into your HRS and you will take what you need in your organisation’s context, and you will add to it so that things you provide the employee such as L&D experiences and performance reviews will form a part of not just the file for their time spent with the organisation, but inputs into a dataset that the employee will take elsewhere.

A point we’ve heard numerous analysts talk about is that organisations are very much behind the eight ball already, and that there are third parties like LinkedIn that know more about your employees than you right now. The industry has a lot of work to do to think this through and take a leap forward.

Robots are coming

Yes, Robots ARE coming. Automation is continuing to impact work at all number of levels. And we’re not just seeing that in the obvious places. People think of robots as taking over unskilled jobs on manufacturing lines, but increasingly we are seeing automation of jobs that are higher value and the domain of more highly educated people. Even in fields like customer service where now we can see artificial intelligence like IBMs ‘Watson’ (a question answering platform) that can come into play and actually solve problems for people using artificial intelligence without the intellect, training and experience of an individual human being. That is scary stuff but it also brings opportunity for us to look at our organisation structures, how we define the work and how we start to break down the hierarchical models that are perhaps a bit stuck in a previous industrial age.

We are seeing this particularly with starts up that grow quite quickly, and tend not to have these hierarchical organisational structures that evolve. They tend to become networks of teams centered around a specific collaborative construct that deliver outcomes on a project by project basis.

There is plenty of debate to be had around this topic but this is increasingly a mega trend that if we put our heads in the sand, the opportunity will be missed to take advantage and steer our organisations through the change that is required to support it.