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Navigating the fututre of work

From the individual 9-to-5 workday to how entire industries function, work is changing faster than ever. Big shifts threaten to create massive societal and economic disruption unless we look seriously at making the future of work productive and rewarding for everyone.

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Artificial intelligence and the future of jobs

Will AI take jobs away? Probably. But how many new jobs will it create? Think back to the spinning jenny – the multi-spindle spinning frame that back in the mid-18th century started to reduce the amount of work required to make cloth.

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Is your leadership fit for the gig economy?

The gig economy is a labour market characterised by short-term contracts, part time or freelance work as opposed to permanent jobs. But are your leaders able to balance the advantages of working with part-time and temporary workers, with the responsibility of treating them fairly? And do they demonstrate the inclusive leadership behaviours necessary to empower for the good of the team and business?

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Future of work: the competing forces shaping 2030

We are living through a fundamental transformation in the way we work. Automation and 'thinking machines' are replacing human tasks, changing the skills that organisations are looking for in their people. But what will the future look like? This isn’t a time to sit back and wait for events to unfold. To be prepared for the future, you have to understand it.

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Getting ready for the future of work

If intelligent machines can do many tasks now performed by people, what uniquely human skills will be valued? If the half-life of skills necessary for employment continues to dwindle, how can individuals, employers and society as a whole ensure that learning models and the education system keep up?

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The new organisation: different by design

The challenge for HR is that most of talent and business systems are designed around a hierarchy. Managers in charge, delegating work downward to their functional groups. In this new world of empowered teams, how do we “design” the organization to drive customer results, employee engagement, and a focus on quality and communication? How do we reward people, what roles do leaders play, and how do we move people from team to team as the business evolves?

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Why should HR own organisational effectiveness

What should the role of HR be in a corporation? In many respects, the answer is obvious and simple. It should take primary responsibility for providing input, advice, direction, and execution with respect to organization effectiveness.

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The future of work: people at the center

As the nature of work changes, organizations must keep an emphasis on human capital. This speech discusses new ideas and perspectives on the future of work.

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