世界经济论坛-重置工作议程的未来：后疫情世界中的颠覆与更新（英文）-2020.10-31页_2mb

Summary: Resetting the Future of Work Agenda

Core Content

This white paper from the World Economic Forum outlines the necessary changes for organizations to adapt to the post-COVID-19 world. It emphasizes the need for a comprehensive reset of the future of work agenda, focusing on five key imperatives that address the evolving landscape of work, workforce, and workplace dynamics.

Main Points

1. Transform Organization Design and Work Design

• Empower an agile and distributed workforce: Move away from traditional hierarchical structures to more flexible and collaborative models.
• Explore hybrid working options: Combine remote and in-office work to create a sustainable and adaptable model.
• Pivot to remote working: Accelerate the adoption of remote working practices, which have become a critical part of the new normal.
• Redesign the workspace: Reconfigure physical workspaces to support new ways of working and reduce the need for large, centralized offices.

2. Align New Technology and Skills

• Embrace technology for business transformation: Leverage digital tools and platforms to enhance productivity and flexibility.
• Integrate reskilling and upskilling: Prepare employees for the evolving job market by providing continuous learning opportunities.

3. Cultivate Health and Well-being

• Safeguard physical and mental health: Implement measures to support the health and safety of employees during and after the crisis.
• Consider total well-being: Address the holistic needs of employees, including financial, social, and emotional aspects.
• Enable safe return to the office: Create safe and inclusive environments for employees returning to physical workplaces.

4. Build Human-Centric Leadership Culture

• Empower local leaders and improve communication: Foster a leadership style that is more responsive and inclusive.
• Enhance employee listening and enable human connection: Use feedback mechanisms and virtual interactions to maintain engagement.
• Re-emphasize diversity, equity, and inclusion: Ensure that all employees feel valued and supported in the new work environment.

5. Embrace Stakeholder Capitalism

• Protect workers: Prioritize employee welfare and ensure fair treatment in all business practices.
• Reimagine lay-offs: Develop responsible and transparent approaches to workforce adjustments.
• Responsibly integrate gig workforce: Consider the inclusion of flexible and freelance workers in the evolving labor market.

Key Insights and Case Studies

• Nestlé: Implemented global health and safety measures, adapted to remote working, and maintained a strong connection with its supply chain and employees to support communities and business continuity.
• Saudi Aramco: Created the HR Intelligent Solutions Centre (HRISC) to provide real-time workforce insights and support data-driven decision-making.
• LVMH: Focused on maintaining employee engagement, safety, and well-being, and developed new policies to ensure a safe return to work.
• Deutsche Post DHL Group: Launched the Connect App to enhance communication, support employee needs, and foster a sense of community during the crisis.
• Adecco Group: Introduced virtual working practices and extensive support systems to help employees manage their physical, emotional, and social needs.
• Wipro: Utilized virtual interactions to maintain engagement and morale, and introduced informal communication channels to promote innovation and collaboration.
• JLL: Redesigned office spaces to ensure a safe and welcoming return, using creative campaigns and visual communication to ease the transition.
• Willis Towers Watson: Rapidly shifted to remote working and developed a structured approach to the 'new normal', focusing on well-being, communication, and future workplace design.
• Cerner: Combined healthcare expertise with technology to support the medical community and adapt its workforce to remote operations.

Conclusion

The pandemic has acted as a catalyst for significant change in the future of work. Companies are now called upon to reassess their organizational structures, invest in employee well-being, and adopt more flexible and inclusive working models. These changes are not just a response to the crisis but are essential for long-term resilience and success in the post-pandemic world. HR leaders and business executives must work together to implement these changes and ensure a more human-centric approach to work and workplaces.