2025年职场展望报告_拥抱后数字时代的破坏性_（英文版）_57页_7mb

报告摘要

Randstad Workplace 2025 Report Summary

Core Content

The Randstad Workplace 2025 Report titled "Embracing Disruption in a Post-Digital Age" outlines the transformation of the workforce and workplace in response to digital advancements, changing employee expectations, and the rise of agile working practices. It highlights the shift from traditional, permanent employment to a more flexible, hybrid model that includes temporary, contract, consultant, and freelance workers.

Main Trends Shaping the Future of Work

Behaviors shaped by social media are entering the enterprise, changing how people communicate and collaborate.
New collaborative technologies are revolutionizing how work is done, enabling more fluid and dynamic work environments.
The shift to the cloud is making digital tools more accessible and integrated into everyday work.
Millennials becoming the majority workforce are driving demand for more flexible and personalized work arrangements.
Mobility and "connecting to work" are becoming central to how employees interact with their organizations and perform tasks.

Key Findings from Agile Workers Today

11% of the workforce is currently made up of agile workers.
39% of permanent workers say they are likely to consider shifting to agile work.
By 2019, agile workers could make up 50% of the workforce.
46% of agile workers plan to continue in agile roles for the foreseeable future or until retirement.
Agile workers feel they have greater career and earning potential than traditional employees.
63% of employees agree that agile work will make them more qualified in the future workplace.
81% of employees believe they will be more open to working as agile employees by 2025.

Employer Perspectives on Agile Model

76% of companies currently use some form of agile workers.
84% of IT organizations use agile workers.
On average, 30% of companies’ workforce is made up of agile workers.
53% of employers report an increase in agile worker usage over the past few years.
64% of companies struggle to engage agile workers due to compliance and regulatory issues.
Only 33% of workers believe their employer integrates agile workers effectively with full-time employees.

2025 Employment Landscape

68% of employers and 70% of workers agree that by 2025, the majority of the workforce will be employed in an agile arrangement.
66% of employers and employees believe that by 2025, the majority of their workforce will be remote or virtual.
78% of companies and 85% of workers agree that at least a quarter of their workforce will be remote or virtual by 2025.
92% of workers and 89% of employers agree that companies adept at managing a mix of traditional and agile talent will be most successful by 2025.

Workplace Strategies for the Post-Digital Era

Maximize the remote/virtual workforce by investing in tools and platforms that enable seamless collaboration.
Leverage emerging technologies to engage and manage agile workers effectively.
Improve collaboration between traditional and agile talent to ensure productivity and integration.
Align C-Suite and HR on the future role of agile employees to drive strategic decisions.
Enhance data and analytics capabilities to determine the optimal mix of traditional and agile staffing levels.
Adjust recruitment and hiring strategies to attract and retain younger workers who value flexibility and autonomy.

Employee Commitment and Agile Work

76% of employees are as committed to their employer when working as agile workers as they would be if they were permanent.
85% of workers believe that the employment arrangement is less important than the skills and results they provide.
Employee commitment is no longer tied to permanent employment, and the agile model is becoming the norm.

Generational Shifts

Gen Z is the most likely generation to consider shifting to agile work, with 61% at least somewhat likely to do so in the next 2–3 years.
Gen Y is also showing strong interest in agile roles, with 75% saying the current market trends have made them more interested in non-traditional employment.
Gen X and Boomers are less likely to shift, but still show interest in agile work.
Pre-WWI generation (older workers) is more likely to continue working as agile workers than to retire.

Key Takeaways

Agility is the new business mantra.
The agile workforce model is not just a trend but a necessity for future business success.
Employers must adapt to the evolving needs of a multi-generational, multi-location, and multi-role workforce.
HR must evolve from traditional management to agile management, focusing on speed, innovation, and collaboration.
Digital transformation has changed the rules of work, and companies that fail to adapt will struggle to attract and retain talent.

Recommendations

Invest in talent platforms to improve hiring efficiency and reduce costs.
Enhance HR capabilities in data analytics and agile workforce management.
Develop collaboration tools to support remote and virtual workers.
Align leadership and HR on the future of work to ensure strategic coherence.
Re-evaluate recruitment strategies to meet the expectations of younger, more agile workers.

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