Greg. Wisnu Rosariastoko’s Post

Unlocking Opportunities: Navigating the Future of Work The global labour market is undergoing a profound transformation. Technological breakthroughs, shifting economic landscapes, and the urgent need for an equitable climate transition are redefining the jobs of tomorrow. I recently read the World Economic Forum's September report, "Unlocking Opportunity: A Global Framework for Enabling Transitions to the Jobs of Tomorrow." It offers a roadmap for both workers and organisations to thrive in this new era. Key Takeaways: 🔄 Job Transitions are Critical - The ability to move into new roles is essential for employment stability, social mobility, and economic productivity. - Proactive transitions align labor supply and demand, reduce unemployment, and open doors to better-paying jobs in growing sectors. 🌐 A Global Framework for Success 1. Reskilling and Upskilling   - With 44% of job skills expected to change over the next five years, continuous learning is a must.   - Both individuals and businesses need to invest in lifelong learning to stay competitive. 2. Improving Job Matching   - Embracing flexible working models like remote work helps match talent with opportunities more effectively. 3. Worker Safety Nets   - Financial and non-financial support systems, such as unemployment insurance and portable benefits, are crucial for smooth transitions. 4. Multi stakeholder Collaboration   - Success requires cooperation between governments, businesses, and technology providers to overcome barriers. Global Trends to Watch: - 💻 Digital and ICT Jobs  - Rapid growth in digital roles like Software Developers across all regions. - ❤️ Human-Centric Health Jobs  - High demand for health and care roles, such as Registered Nurses, driven by aging populations. - 📈 Business Services  - Increased demand for roles like Business Analysts and Sales Representatives due to outsourcing and globalisation. Regional Highlights: - East Asia & Pacific  - Surge in health workers and digital roles, especially in Australia and the Philippines. - Europe  - ICT services and healthcare roles are leading transitions, notably in Germany, the Czech Republic, and the UK. - Latin America & Caribbean  - Sales and administrative roles are key for social mobility. - Middle East & North Africa  - Digital and healthcare sectors are driving job transitions, with significant movements in Turkey and the UAE. - North America  - High demand for healthcare jobs and logistics roles like Truck Drivers. - South Asia  - Significant transitions into Software Development and ICT services in India and Pakistan. - Sub-Saharan Africa  - Growth in sales and ICT roles, offering social mobility opportunities in South Africa. The Road Ahead: Building a resilient workforce capable of navigating the future of work requires a coordinated approach. Lifelong learning and adaptability aren't just buzzwords—they're essential strategies.

At a Glance Amid tightening labor markets and a slowdown in productivity growth, Europe and the United States face shifts in labor demand, spurred by AI and automation. Our updated modeling of the future of work finds that demand for workers in STEM-related, healthcare, and other high-skill professions would rise while demand for occupations such as office workers, production workers, and customer service representatives would decline. By 2030, in a midpoint adoption scenario, up to 30 percent of current hours worked could be automated, accelerated by generative AI. Efforts to achieve net-zero emissions, an aging workforce, and growth in e-commerce as well as infrastructure and technology spending and overall economic growth could also shift employment demand. By 2030, Europe could require up to 12 million occupational transitions, double the prepandemic pace. In the United States, required transitions could reach almost 12 million, in line with the prepandemic norm. Both regions navigated even higher levels of labor market shifts at the height of the COVID-19 period, suggesting that they can handle this scale of future job transitions. The pace of occupational change is broadly similar among countries in Europe, although the specific mix reflects their economic variations. Businesses will need a major skills upgrade. Demand for technological and social and emotional skills could rise as demand for physical and manual and higher cognitive skills stabilizes. Surveyed executives in Europe and the United States expressed a need not just for advanced IT and data analytics but also for critical thinking, creativity, and teaching and training—skills they report as currently being in short supply. Companies plan to focus on retraining workers, in addition to hiring or subcontracting, to meet skill needs. Workers with lower wages face challenges of redeployment as demand reweights toward occupations with higher wages in both Europe and the United States. Occupations with lower wages are likely to see reductions in demand, and workers will need to acquire new skills to transition to better-paying work. If that doesn’t happen, there is a risk of a more polarized labor market, with more higher-wage jobs than workers and too many workers for existing lower-wage jobs. Choices made today could revive productivity growth while creating better societal outcomes. Embracing the path of accelerated technology adoption with proactive worker redeployment could help Europe achieve an annual productivity growth rate of up to 3 percent through 2030. However, slow adoption and slow redeployment would limit that to 0.3 percent, closer to today’s level of productivity growth in Western Europe. Slow worker redeployment would leave millions unable to participate productively in the future of work.

Navigating Labor Markets in the Era of Technology and Globalization 🌍💼 The labor market is undergoing seismic shifts as technology and globalization redefine work dynamics. Automation, artificial intelligence, and cross-border collaboration have created both challenges and opportunities for workers and businesses alike. While technology opens doors to innovation, it also demands reskilling and adaptation to stay competitive. Globalization, on the other hand, fosters interconnectedness but raises concerns about labor equity and job displacement. Successfully navigating this evolving landscape requires embracing change and fostering policies that balance progress with inclusivity. #LaborMarkets #TechnologyAndGlobalization #FutureOfWork #Innovation #WorkplaceEvolution https://lnkd.in/dKg_8JKu

Unlocking Economic Potential: Tackling Labor Market Tightness in Advanced Economies #LaborMarkets in advanced economies are facing unprecedented tightness, a trend that's not merely a result of the pandemic but a long-term shift driven by aging #workforces. This tightness is causing significant economic impacts, with GDP in 2024 estimated to be 0.5 to 1.5 percent lower due to unfilled job #vacancies. To navigate this challenge, companies and economies must adopt innovative strategies to boost #productivity and expand their workforces. Key Strategies for Addressing #LaborMarketTightness: >> Skilling and Reskilling Initiatives: Investing in #workforceDevelopment is crucial. This includes attracting talent from unconventional sources, offering flexible work arrangements, and promoting internal mobility within organizations. >> Integrating Foreign-Born Workers: Creating robust programs to integrate foreign-born workers into the workforce can help alleviate labor shortages. This involves not only attracting international talent but also ensuring they are properly supported and integrated into the #laborMarket. >> Retirement and Workforce Policies: Rethinking #retirement policies to encourage longer working lives and attracting more women into the workforce through supportive infrastructure such as elder and childcare services can significantly expand the labor pool. >> Investing in #AI and Automation: Prioritizing investment in technologies that complement and substitute human labor can unlock new levels of productivity, helping to counterbalance the tight labor market. Addressing labor market tightness requires a multi-faceted approach that includes workforce development, integration of foreign-born workers, and strategic policy shifts. We at Integration International Inc. believe that embracing these strategies, companies and economies can work towards overcoming #laborShortages and driving sustainable economic growth. Visit www.i3intl.com for more information about our bespoke workforce solutions. #workforcesolutions #workforceManagement

According to the World Economic Forum, the global labor market is in the midst of a significant transformation, driven by technology, geoeconomic change, and the need for a just climate transition. Traditional employment patterns are being disrupted and workers are facing the need to transition into new roles. They argue that this is increasingly critical not just for maintaining employment and social mobility, but also for economic productivity and people's well-being. World Economic Forum has produced a new white paper that explores how these job transitions can be supported including: reskilling and upskilling and multistakeholder collaboration to overcome industry barriers. You can read a summary of the insights at https://ow.ly/XbLW50Tvmwz. #upskilling #onourmind #futureofwork #greenvillesc #yeahthatgreenville

The U.S. economy is experiencing a surge in productivity, driven by technological advancements, evolving business strategies, and labor market transformations. Productivity, measured by output per work hour, has shown a consistent 2% increase in the third quarter of 2024, marking five consecutive quarters of growth, contrasting with pre-pandemic trends of sluggish growth. One key driver of this rise is the widespread integration of new technologies, especially artificial intelligence (AI). An example is gym owner Vic Viktorov, who saw a 30% revenue boost in 2024 by leveraging AI for marketing, emails, and social media tasks, enhancing efficiency without expanding staff. Similarly, companies like Novae, a trailer manufacturer, have enhanced productivity by modernizing factories and introducing automation, resulting in a 35% output increase. Entrepreneurship is also contributing to enhanced productivity, as new businesses embrace innovative technologies. Immigrant labor in manual roles has freed up other workers for higher-skilled, more productive positions. Hybrid work models have enabled white-collar employees to balance remote work advantages with office collaboration, leading to improved retention and lower training expenses. While AI and automation drive efficiency, they pose challenges such as potential job displacement, evident in recent labor disputes like the dockworkers' protests against port automation. Although productivity growth is positive, it has yet to match the rapid expansion witnessed in the 1990s tech boom. Despite obstacles, the article asserts that U.S. productivity is on an upward trajectory post-pandemic, laying a robust foundation for sustained economic advancement, albeit amid uncertainties regarding its durability.

🚨 The global job market is about to get ugly, and here's why no one wants to admit it! We’re living through an unprecedented shift in the job market, but let’s face it - *reskilling and upskilling alone WILL NOT SAVE US*. 14 MILLION JOBS LOST by 2027 - and most experts are conveniently silent about the real victims. Sure, the World Economic Forum says we can "manage the transition" with reskilling, but who are they kidding? Reskilling doesn’t magically erase the inequality and lack of access faced by millions of workers. While the tech-savvy in Silicon Valley may ride the AI wave, entire sectors in the developing world are about to get hammered. And guess what? Women, informal workers, and low-income communities will bear the brunt. Where’s the plan for them? The article talks about "multistakeholder collaboration" - but who are these stakeholders? Corporations that outsource labor? Governments that cut social safety nets? Without radical change, this collaboration will be nothing but corporate PR jargon, while the masses lose their livelihoods. 💡 If we don’t start addressing the REAL issues - like wealth inequality, automation's harsh impact on low-income workers, and the gaping digital divide - this "job transition" will be remembered as nothing more than the economic decimation of the working class. It’s time to demand real solutions - universal income, serious investments in equitable access to education, and global job security measures. Let’s stop pretending reskilling is the magic bullet for a crisis that runs much deeper. Let’s talk about what’s REALLY happening. 👇 #FutureOfWork #JobCrisis #Inequality

📊 Labor Economy Unveiled: Trends That Are Reshaping How We Work 📊 Understanding the labor economy can often seem like solving a complex puzzle. Yet, grasping its subtleties is essential for any business leader looking to stay competitive and proactive. Here’s a distilled view of current labor market trends and strategic insights that could redefine your approach to workforce management. Current State of the Labor Market: 💡 Labor Participation Challenges: Despite robust job creation, the labor participation rate lingers at approximately 62.3%, a low unseen since the 1970s. This suggests a sizable portion of potential workers remain disengaged from active employment. 💡 Unemployment and Underemployment: While the official unemployment rate holds steady at around 3.7%, the underemployment rate—which includes part-time workers who prefer full-time work—is significantly higher, indicating underutilized potential within the workforce. Emerging Trends: 📈 Automation and Job Creation: Contrary to popular belief, although automation has displaced jobs, it has also created new ones. For instance, the rise of e-commerce has significantly increased demand for roles in IT, customer service, and logistics management. 📈 The Skills Gap Widens: As technology evolves, the gap between existing skills and industry needs widens. A recent survey indicates that 74% of employers are affected by a shortage of skilled candidates, which emphasizes the urgent need for comprehensive upskilling programs. 📉 Cost Cutting in a Shifting Economy: Many companies are turning to automation and outsourcing as cost-saving measures, allowing them to remain competitive amid economic fluctuations while minimizing their workforce, as a result. Strategic Responses: ✅ Proactive Talent Development: Investing in training programs is no longer optional but a necessity. Tailored upskilling paths can bridge the gap between current employee skills and future needs. ✅ Embracing Flexible Work Arrangements: To attract and retain top talent, especially among younger generations, companies must consider flexible working conditions that balance productivity with lifestyle preferences. Looking Ahead: 👀 Predictive Workforce Planning: With data analytics becoming more refined, organizations have the opportunity to anticipate future staffing needs and prepare more effectively, ensuring they are never caught off guard by market shifts. Engage and Innovate: In the ever-evolving field of the labor economy, staying informed and agile is key. How is your organization adapting to these changes? Are there innovative strategies you’ve found effective? Join the discussion and let’s navigate these dynamic times together. #LaborEconomy #FutureOfWork #TalentManagement #WorkforcePlanning #SkillsGap #StrategicStaffing #BusinessLeadership

🚨 The World Economic Forum's Future of Jobs Report 2025 is out! It brings fascinating insights for those of us in the #wellbeing and #workplace fields. Here are 3 key findings I found particularly impactful: 1️⃣ Supporting employee health and well-being has become the #1 priority for boosting talent availability between 2025-2030. 💼This marks a significant leap from 9th place in 2023 to the top spot this year. 💼 It's a key focus across industries, ranking 1st in eight sectors and consistently within the top four elsewhere. 2️⃣ In professional services, well-being ranks as the 2nd most impactful practice for improving talent availability. 3️⃣ In Portugal, 📊 71% of the workforce will need training by 2030, compared to the global average of 58%. 🔑 Key skills in demand: 🌱 Curiosity & lifelong learning 🤝 Talent management 🧠 Leadership & social influence 🧐 Interesting Misalignment: Employees see working hours and overtime policies as the #1 practice to improve talent availability—contrasting with employers’ focus on health and well-being initiatives. 💡 In my opinion, working on subjects such as working hours and overtime policies is working on the well-being of organizations... However you want to interpret these results, the report does underscores the growing importance of prioritizing holistic well-being strategies to attract and retain talent in the years ahead, so we might as well work together to bridge this gap and build healthier, more sustainable workplaces. What do you think? #FutureOfJobs #EmployeeWellbeing

Why Australia’s Productivity Problem Is a HR Priority If you listened my to TaPod - We Talk Talent podcast the other day you would have heard me explain why productivity is a HR imperative. It’s a topic I am really passionate about! Am I a data nerd or what?!?! Productivity growth is the engine of economic progress, but Australia is stalling. As highlighted in this ABC News article, we’re grappling with the slowest productivity gains in decades, impacting everything from wages to inflation. The Reserve Bank can only do so much. If businesses don’t step up, we risk a stagnating economy and fewer opportunities for the future workforce. This is where HR must take the lead. Productivity isn’t just an economic statistic; it’s rooted in how work is designed, how talent is nurtured, and how we create environments that enable people to thrive. HR holds the keys to tackling inefficiencies, leveraging technology, and embedding upskilling as part of everyday work. Fixing the productivity challenge requires a strategic shift: • Better job design to eliminate redundancies and make work more meaningful. • Employee experience and engagement to ensure people are motivated and aligned. • Upskilling and innovation to future-proof teams for evolving market demands. HR isn’t just a support function—it’s a productivity engine. If we don’t treat it as such, the ripple effects on businesses and the economy could be severe. Now is the time to rethink how you build your workplace into one that is not just functional, but transformational. At TQSolutions I am talking to clients daily who want to kick off this journey. We have also partnered with the amazing team at Beamible to accelerate this journey for a number of progressive companies. If you’d like to know more, then let’s start the conversation. Shoot me a DM to arrange a time. Craig Watson, Lauren Sharp, Stephanie Reuss, Victoria Stuart, Gareth Flynn, Will Innes, Leigh Banach Read the ABC article below: