Roberta Bigliani

Vice President, Head of Industry Insights and

Future of Work Practice Executive Lead

IDC Europe

The Future of Work

It is time for the

New

Work Experience

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2021

The contribution by "digital coworkers" will increase by 35%,

as more tasks are automated and

augmented by technology, including AI, robotics, AR/VR, and intelligent process automation.

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Physical Augmentation

Manufacturers such as RoyoGroup (bathroom furniture)

and Airbus (aircraft) are piloting mechanized suits

(exoskeletons) that

enhance the physical and operational capabilities of their workers

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Usage of Robots for Offshore Sites

Source: YouTube, ANYbotics

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Digital Coworkers

© IDC

IT Impact

✓ Acquire/develop new skill sets for the creation, deployment, and management of digital workers.

✓ Expand support beyond technology acquisition, deployment, configuration, to include security, privacy, and compliance.

✓ IT department itself will become more automated, enabling more strategic and growth-focused initiatives and activities.

Tip: Think humans and machines as you develop a strategy for on-boarding, retraining

and redeploying employees

Business Impact

✓ Adopt appropriate technologies, policies and processes for automation and augmentation to maximize business impact.

✓ Process owners engage with IT early to optimize integration with enterprise applications and to address security and compliance.

✓ Development of appropriate training, reskilling, and change management programs.

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2024

Two-thirds of employees in high-performing G2000 enterprises will shift from static roles and processes to dynamic, multidisciplinary, outcome-focused reconfigurable teams

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Reconfigurable Workforce

© IDC

✓ IT will be challenged to provide the appropriate collaboration environment and access to resources.

✓ IT must make collaboration easy and engaging from a user perspective - focusing on user experience (UX) when delivering new solutions.

IT Impact

Business Impact

✓ Human capital management (HCM) systems must be able to support new organizational and sourcing models.

✓ HR departments must become enablers of new ways of working rather than policy "rulers."

✓ Organizations themselves must increase agility to more quickly achieve target business outcomes.

Tip: Assess if IT can support agile working models and a multigeneration workforce. Focus

on user experience.

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2022

33% of G1000 companies will offer

agile, dynamic, and AI-driven learning pathways as the primary

approach to career development and succession planning.

Employability

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Future of Work Main On Going Initiatives

Source: IDC’s European Future of Work Survey, November 2018

50% 48% 48% 46% 43% 42%37%

19%15%

Newreskilling/training

programs

Facilitate bettercollaboration

New securitypolicies

Smart workingand spaceredesign

New recruitmentand talent

managementplatforms

Employeeexperience

ProcessAutomation

AI to augmentpeople capabilities

AR/VR for trainingand support

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Agile Learning

© IDC

✓ Understand skills requirements to develop and integrate AI-enabled applications as well as those automating and augmenting human work.

✓ Offer recommendations on configuration and integration of AI-enabled L&D apps, tools, and APIs as well as agile deployment of new tools, practices, and programs across organizations/ geographies.

IT Impact

Business Impact

Tip: Align learning and development initiatives with senior leadership, IT and LOB objectives

✓ L&D must establish competency measurements to establish a "baseline" for future analysis.

✓ HR, IT, and L&D must organize competency data and associated business data to help inform AI development.

✓ L&D must establish monitoring programs that demonstrate the relationship (or lack of relationship) of competence to performance.

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2024

Enterprises with intelligent and collaborative work environments will see 30%:

▪ lower turnover,

▪ higher productivity

▪ higher rev/employee than peers.

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Strategies for the New Work Experience

Inflexible Work Environments

HyperAgilitywith Intelligent

WorkSpaces

Talent Limitations

Talent as a source of competitive advantage

Hierarchical Leadership and Rigid

Organizations

Empathy, empowerment,

frictionless engagement and speed

Mis-Adapted Security, Privacy

and Trust

Trust at core and transparent

to worker experience

Futureof

Work

CULTURE

FORCESPACE

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T h n KA s

@rbigliani

rbigliani@idc.com

Roberta Bigliani

Vice President, Head of Industry InsightsFuture of Work Practice Executive LeadIDC Europe