We must acknowledge that the shape of work is changing more than we can cope. The roles are changing. In the next one year, an employee will be doing a job that’s totally different from the one they’ve been prepared for. The skillsets are changing, the market demands are changing, and it’s all happening on the hour. Right now, your job is being transformed in ways that you can define. There are many forces shaping this future of work. It is a future that’s in flux, a future where structures can’t be fixed longer than 6 months. If your organization is maintaining the same structure it used last year, it could be too slow to cope with this future of work.
Demographic Forces
Generation Z aka Gen.Zs have joined the workplace and in the next 5 years will form the bulk of the resource pool for talent managers and recruiters. Workplaces must be re-imagined considering these multi-generation dynamics. No one yet knows what motivates the Gen.Zs to work. For millennials, they worked for fun, the generation prior, worked to live. Issues around gender equity, inclusion and diversity will continue to shape the future of work in Uganda. There are also emerging discussions on the older generations in the workforce and the possibility that retirement age could be considered an outdated concept. If people are living longer and healthier, should they be forced to go home simply because they have hit a given age? That could in the coming years be considered a discriminatory act.
Globalization Forces
As the world continues to morph into one place, Globalization continues to be a key factor. That also means organizations are not only competing with local players for talent, but they are also now competing with other organizations across the world. It becomes increasingly harder to maintain key talent within the organization.
Technological Forces
The advent of artificial intelligence, aspects of machine learning, deep learning and data-driven human resource management forms a key component of the technological forces shaping the workspace. Will jobs allow employees to integrate Artificial Intelligence in their execution of their duties? Does a report compiled by an AI tool count for a task done? What is going to be the interaction of AI tools and the job environment?
Versatile Workforce
In the past, employees were highly specialized. They graduated in one domain, were skilled in one domain and performed in that domain for the rest of their life. For the first time, we are having multi-skilled employees, and multi-domain-oriented employees. It’s now common place to find a mechanical engineer that’s also gained certification in accounting practice. We now have lawyers that also work as deejays later in the night. How are workspaces going to adapt to these multi-domain employees? Will the workspace evolve to accommodate these possibilities? How do you keep a multi-skilled workforce fully engaged?
The Forces Shaping the Future of Work in Uganda
We must acknowledge that the shape of work is changing more than we can cope. The roles are changing. In the next one year, an employee will be doing a job that’s totally different from the one they’ve been prepared for. The skillsets are changing, the market demands are changing, and it’s all happening on the hour. Right now, your job is being transformed in ways that you can define. There are many forces shaping this future of work. It is a future that’s in flux, a future where structures can’t be fixed longer than 6 months. If your organization is maintaining the same structure it used last year, it could be too slow to cope with this future of work.
Demographic Forces
Generation Z aka Gen.Zs have joined the workplace and in the next 5 years will form the bulk of the resource pool for talent managers and recruiters. Workplaces must be re-imagined considering these multi-generation dynamics. No one yet knows what motivates the Gen.Zs to work. For millennials, they worked for fun, the generation prior, worked to live. Issues around gender equity, inclusion and diversity will continue to shape the future of work in Uganda. There are also emerging discussions on the older generations in the workforce and the possibility that retirement age could be considered an outdated concept. If people are living longer and healthier, should they be forced to go home simply because they have hit a given age? That could in the coming years be considered a discriminatory act.
Globalization Forces
As the world continues to morph into one place, Globalization continues to be a key factor. That also means organizations are not only competing with local players for talent, but they are also now competing with other organizations across the world. It becomes increasingly harder to maintain key talent within the organization.
Technological Forces
The advent of artificial intelligence, aspects of machine learning, deep learning and data-driven human resource management forms a key component of the technological forces shaping the workspace. Will jobs allow employees to integrate Artificial Intelligence in their execution of their duties? Does a report compiled by an AI tool count for a task done? What is going to be the interaction of AI tools and the job environment?
Versatile Workforce
In the past, employees were highly specialized. They graduated in one domain, were skilled in one domain and performed in that domain for the rest of their life. For the first time, we are having multi-skilled employees, and multi-domain-oriented employees. It’s now common place to find a mechanical engineer that’s also gained certification in accounting practice. We now have lawyers that also work as deejays later in the night. How are workspaces going to adapt to these multi-domain employees? Will the workspace evolve to accommodate these possibilities? How do you keep a multi-skilled workforce fully engaged?
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