KEY CHANGE DRIVERS Economic instability characterises the world of business today. According to the CIPD’s recent People Profession 2023 International Survey Report*, economic pressures are driving businesses to seek out cost savings and rein in spending. As such, ensuring increased productivity has become a key issue for businesses worldwide. Upskilling their workforces and ensuring there are no skills gaps are important factors in maintaining and improving employee productivity. Organisations are also setting
targets to achieving net zero by 2050 and this has implications for the employment of the workforce as well. After the pandemic, hybrid working has become very popular amongst employees and employers need to balance their requirements for on-site working with employee preferences for working at home while driving forward higher productivity levels. Flexible working presents both opportunities and challenges for businesses and requires investment to inform practice going forward. Technology change and digital
transformation are also taking place at a rapid pace. Artificial intelligence (AI) has hit the headlines in terms of both its potential for improving business outcomes and productivity. It potentially makes business less dependent upon a human population in the workforce. While this has implications for reducing employment costs, it also suggests that the least skilled individuals are likely to face difficulties in securing employment, potentially driving forward unemployment. The CIPD also identifies
changing employment relationships, the role of social media, globalisation and the integration of international talent as major trends driving change in businesses across the world.
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THE ROLE OF HR The HR profession is at the centre of managing and responding to change within organisations. HR is involved in change management in respect of digital transformation and advancing technology, economic change, as well as flexible, hybrid and new ways of working. The CIPD identifies the top
workforce priorities in its survey as varying across the world. However, the top three are identified as upskilling, reskilling and building workforce capabilities, measuring productivity and financial performance, and workforce planning and management. Interestingly, in the UK, employee engagement is identified as the top priority with the second being a focus on recruitment, mobility and turnover.
RELEVANCE TO GLOBAL MOBILITY PROFESSIONALS The CIPD’s findings, particularly in respect of the UK, are of particular interest to global mobility professionals. They indicate that UK companies in particular are concerned that they are able to resource their businesses globally and recognise the value of mobility to skills capability development, productivity and performance. Employees value international
experience for their own career development and progression. The capabilities that they gain are of immense value to their employers as well. Global mobility therefore presents a win-win solution for both business and the workforce.
GLOBAL LEADERSHIP
HR CHANGE MANAGEMENT
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