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A recent report by Deloitte affirms that organizations that seek to prosper must adapt to technological changes without forgetting to empower their employees and with products and services that benefit communities.
The Deloitte Human Capital Trends 2019 report reveals the opinion of 10,000 workers from 119 countries. Research suggests that companies should reinvent themselves with a humanistic approach.
A social enterprise
Researchers define the rise of a social enterprise whose mission combines revenue growth with respect and support for its environment, customers, and employees.
Deloitte proposes five principles that organizations must take into account to achieve this transformation:
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Purpose and meaning: create good products and services for people, customers, and society.
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Ethics and equity: use of data, technology, and systems in a reliable way.
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Growth and passion: design jobs allowing people to share their ideas and to create.
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Collaboration and personal relationships: build teams and human connections at work.
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Transparency and openness: share information openly and discuss challenges throughout the organization.
What kind of environment and transformations are organizations facing?
Ten human capital trends for the future of work
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The alternative workforce is growing. Self-employment has grown and has become widespread. Best practices and platforms should be created to employ these types of workers.
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The birth of “superjobs.” Organizations must redesign and create roles that combine traditional characteristics and, at the same time, take advantage of the productivity and efficiency given by technological innovations.
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Leadership with traditional and 21st-century skills. Leaders with conventional business skills who can accept ambiguity and uncertainty, who also understand and manage digital, cognitive and AI-based technologies.
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A more human work experience. Employers must be able to understand the aspirations of workers and, on the other hand, connect the work of employees with the impact it has on the organization and society.
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Organizational performance based on collaboration. A change of hierarchy to teams is crucial. Companies should update leadership, job design, and rewards to address current challenges.
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Fair job rewards. To motivate their people, organizations must develop rewards that meet the expectations and needs of workers. Better communication and relationships with employees are necessary.
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Increased mobility. Organizations must reconsider how to access talent by mobilizing internal resources, finding people in the alternative workforce, and leveraging technology to increase recruitment productivity.
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Lifelong learning. The evolution of jobs requires new skills. Education is becoming a permanent activity integrated with work. Companies need a culture that encourages continuous learning and a focus on helping people identify and develop new skills.
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Upskill enterprise talent. Enterprises must offer their workers growth opportunities at all levels, not just managers and team leaders. Technology should aid the mobility of employees between functions, jobs, and geographies.
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Improved HR technology. Organizations should rethink their HR technology strategy, considering cloud services as a base, but exploring new innovative platforms, automation, and AI-based tools to complement their systems.
Deloitte experts state that before thinking about any financial goal, companies must prepare their employees through continuous learning and start working with enhanced leadership practices.
If you want to learn more about this report, visit Deloitte’s website here.
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This article from Observatory of the Institute for the Future of Education may be shared under the terms of the license CC BY-NC-SA 4.0 
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