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Seven trends that will mark the world of work in 2021

January 10, 2021 | 5:00 am

New year, new job trends. The world of work will be marked by 2020 as a before and after in the way of working, in the face of the COVID-19 pandemic that has not yet been controlled, with changes that are here to stay.

Guidelines such as physical distancing, the growing relocation of work, digitization and the permanent need for training, as well as flexibility and the development of culture and bonds with colleagues, are some of the most outstanding points identified by Randstad, a global services company From Human Resources.

“With a medium-term perspective that will continue to be conditioned by the evolution of the pandemic, the economy and employment, (companies) will have to overcome enormous challenges to regain the path of growth,” said Andrea Ávila, CEO of Randstad in South America.

To capitalize on the experience of 2020, companies and organizations will go through assimilating the changes, incorporating the learnings and sustaining the flexibility that has allowed them to adapt to maintain their productivity and the work of their teams in an adverse environment.

These are the seven most important trends identified by the human resources company that will impact employment this year:

Distancing as the main prevention tool

The guidelines for physical distancing in plants, offices and work areas will be maintained indefinitely to guarantee safety while the risks associated with the pandemic continue.

Despite the fact that activities in the world have been reestablished, the form of bonding in the workplace has been transformed due to the protocols that seek to generate safe work environments.

“Taking into account that companies face the challenge of generating confidence for the gradual and gradual return of their personnel to the work environment, the adaptation of their facilities, processes and work standards are a key element of this process”, Randstad details in a statement.

Job relocation

Quarantine and preventive and mandatory social distancing led most organizations to adapt their mode of operation so that their collaborators could work from home.

This forced situation helped break down cultural barriers and prejudices around remote work, productivity, and the role of physical work.

One of the main results of this great social experiment is a greater relocation of work, which, with effects that will go far beyond the pandemic, will impact demographics, the life choices of workers and the dynamics of large urban centers , Inter alia.

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Digitization and new job skills

The pandemic caused companies to go digital, both for those who were already taking their first steps on this path and for those who had to implement a forced digital update.

Changes expected in three to four years occurred in one, shortening the lifespan of job knowledge and skills. Thus, they put together a new portfolio of skills needed to face the jobs of the future.

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Training and a new role for companies

Learning became essential for the employability of people, given the speed of the changes observed, as well as the uncertainty of skills.

“Faced with the challenge of training talent and facing the programmed obsolescence of work skills, the central role of companies as trainers is consolidated as an alternative to traditional educational systems that seem to be increasingly moving away from the needs of the market labor ”, the report details.

Greater flexibility and work by objects

The establishment of the home office in a generalized way made employers recognize that time control and presence are not necessary to ensure productivity.

Thus, the work organization based on the schedule becomes obsolete and work by objectives gains ground.

“Everything indicates that we will see in the future a growth of more flexible work schemes, in which remote, hybrid or mixed work agreements will be consolidated as the preferred option, both for employers and workers.”

Transmission of culture and development of ties

Faced with remote work, organizations will have to redouble their efforts to transmit organizational culture and values, trying not to leave face-to-face contact aside, human connection and informal interactions.

These types of ties help foster a healthy and friction-free work environment. The challenge will be to foster personal relationships between colleagues despite virtuality.

Virtual recruitment and induction

In 2020, organizations had to adapt their human resources search, selection and hiring processes, which in some cases implied hiring without a prior face-to-face interview.

Therefore, companies must establish recruitment, selection and on-boarding processes that allow new employees to feel part of the organization, despite the physical distance.

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