2026年人力资本优势_全球职场未来趋势研究报告_24页_3mb

Summary of ManpowerGroup's "The Human Edge" Report

Core Content

ManpowerGroup's "The Human Edge" report outlines the key trends and implications shaping the global workforce over the next decade, emphasizing the need for organizations to adapt to rapid technological and societal changes. The report identifies four major areas influencing the future of work: Hybrid Super Teams, Rapid Relearning, Changing Norms, and The Succession Crisis. These trends are further broken down into 16 sub-trends, each with distinct workforce implications and strategic considerations for businesses.

Main Trends and Key Points

Trend 1: Hybrid Super Teams

• Role Redesign: Jobs will be reconfigured to integrate AI and human strengths.
• AI Augmentation: AI will be used more strategically to enhance human workflows.
• Blunt Force Automation: This reflects short-term thinking and risks over-reliance on automation.
• Gig Goes Big: The gig economy will expand, with up to half of the developed world workforce participating by 2027. However, gig work may not provide the same level of support as traditional employment.

Trend 2: Rapid Relearning

• AI Literacy: Workers must develop specific competencies like prompt engineering and ethical AI deployment.
• Pre-Industrial Skills: Soft skills such as empathy, creativity, and problem-solving will be crucial.
• Productivity Push: Organizations will focus on measuring real impact and productivity rather than just output.
• Upskilling Renaissance: Upskilling is essential for all workers, especially those interacting with AI systems.

Trend 3: Changing Norms

• RTO Mandates: Return-to-office policies are increasing, but may not be sustainable in the long term.
• Declining Trust: Employer trust is low, with many believing leaders mislead employees.
• Equity Gaps: Economic instability and career uncertainty are creating fear and anger among workers.
• Power Surge: Centralized institutions are losing trust, and new sources of reliable data may emerge.

Trend 4: The Succession Crisis

• Talent Droughts: A shortage of skilled workers is impacting many industries.
• Degree Doubts: Four-year degrees are no longer a guarantee of employment.
• Brain Drains: Aging populations and reduced birth rates are affecting labor availability.
• Leadership Wanes: Fewer experienced leaders are available to manage AI-driven workflows.

Workforce Implications

• Job Redesign: Organizations must rethink roles and integrate AI in a structured, ethical way.
• Skills Gaps: Traditional education and training models are not keeping up with the demand for new skills.
• Performance Metrics: New metrics will focus on impact and productivity, not just time spent or output.
• Workforce Retention: RTO policies may lead to higher turnover among female employees, while gig work may leave some workers without essential benefits.
• Energy Challenges: AI adoption is increasing energy consumption, requiring sustainable solutions and new job roles in green energy.

Looking Ahead

• AI Integration: By 2030, AI will be a core part of every workflow, requiring human oversight and ethical management.
• Shift in Workforce Structure: Full-time roles will decline, and gig and freelance work will become more common.
• Education and Training: Schools and employers must collaborate to prepare workers for the evolving job market.
• Sustainability: Green energy and energy conservation will be critical skills in the 2030s.
• Social and Economic Shifts: Rising inequality, automation fears, and geopolitical instability will reshape the workforce landscape.

Today's Action

• Document Critical Tasks: Identify areas where AI can be integrated into workflows.
• Evaluate AI Impact: Ensure AI adoption includes proper change management and training.
• Track Pre-Industrial Skills: Update skills taxonomies to reflect the importance of soft skills.
• Assess RTO Utility: Use data to determine the effectiveness of return-to-office policies.
• Address Equity Gaps: Promote fair pay and transparency in hiring and promotions.
• Upskill and Certify: Support microcredentialing and certifications for all employees.
• Ensure Energy Resilience: Protect workflows from outages by considering electricity needs.
• Source Young Talent: Adapt entry-level requirements to align with future job demands.

Key Statistics

• 39% of core skills workers need will change by 2030.
• 63% of workers worldwide are burned out.
• 59% of people believe fake news is a major problem.
• 27% of Gen Z workers supplement income with part-time or gig work.
• By 2028, AI will consume as much electricity as nearly one-quarter of all U.S. households.
• The employment gap between degree and non-degree holders is the narrowest in 30 years.

Conclusion

The future of work is being shaped by the integration of AI, changing workforce dynamics, and evolving societal norms. Organizations must focus on rethinking job roles, investing in continuous learning, and ensuring fair and sustainable practices to navigate these shifts successfully.