Three main components of ” future work”

Three main components of ” future work”


It is expected that in the whole world new information technologies, including artificial intelligence, big data, Internet of things, etc., will create twice as many jobs as they will destroy. This, referring to the assessment of the world economic forum, the participants of the September Moscow IDC Future of Work Summit 2019 reminded the head of practice Future of Work in IDC EMEA Roberta Bigliani. And IDC Vice President for Russia and the CIS Robert Farish, who has headed IDC’s Moscow office since 1995, added:”Many of the current students will be working in specialties that are currently simply not available.”

It is clear that in the face of such uncertainty, making predictions about what the future of the work will look like is quite risky. At the same time, the main ways to a bright digital future are already visible today. Roberta Bigliani said that the global practice Future of Work was created within the consulting division of IDC in 2017.its creation was due to the desire of IDC to analyze the problems of digital transformation from a variety of angles. Not only in terms of technologies and products, but also in terms of the people who will implement and use these technologies and products. In order to summarize best practices and help customers to make the right roadmaps for the development of their businesses.

Three main components of " future work”

Last winter, IDC specialists conducted a survey IDC’s European Future of Work Survey of more than 700 European and American companies of different sizes and different industries in order to identify the main initiatives of companies aimed at transforming their business in the conditions of the IV industrial revolution.

The survey, in particular, allowed to assess the attitude of companies to the three main (according to IDC) components of the future work: corporate culture (its priority was noted by 42% of respondents), working space (36%) and human resources (22%).

Corporate culture

Exactly half of the survey participants said about the development of new retraining programs, 43% noted the need to create new platforms for recruitment and talent management, and 42% stressed the importance of employee experience.

IDC’s recommendations in the field of corporate culture development are: make your company flexible, rethink the personnel policy and metrics of personnel evaluation. It is important to note that there is professional knowledge that can be taught (with confirmation in the form of certificates, diplomas and certificates) and that can be tested, and there are qualities that depend on the nature of the person and are acquired with personal experience: sociability, organization, responsibility, commitment, ability to work in a team, critical thinking, creativity, etc. It seems that in the conditions of very rapid obsolescence of knowledge the role of personal qualities (including the ability to quickly learn new skills) increases greatly.


The workspace in this case is understood not only physical, but also virtual spaces. That is, those that allow employees to interact remotely. Interestingly, 48% of survey participants have plans to improve employee interaction with each other. Not forgetting the security policies. Therefore, IDC’s workspace recommendations are: empower employees with technologies that drive innovation and collaboration and ensure safe work from anywhere in the world; remember the variety of needs in the labour force, consisting of representatives of several generations


And here are IDC’s workforce recommendations: think about how to empower your employees using human-centric AI-based solutions. However, only 19% of survey participants think about how to use AI to empower their employees, and only 15% have plans to use augmented and virtual reality (AR/VR) to train and support staff. At the same time, 37% of respondents have plans to automate processes.


According to IDC experts, only a company that develops all three of the above components can be successful. Moreover, the need for the development of these components due not only to the pace of technological progress and the desire to beat the competition by using the most modern technologies, but also requests a new generation of employees who grew up in the digital age and are accustomed to everyday use of both digital devices and different kinds of online services. “New technologies allow to automate all spheres of activity, making the division between white and blue collar workers more conditional, and somewhere completely erasing these boundaries,” said Roberta Bigliani. – Generation Z puts forward new requirements to which it is necessary to adapt in order to make the company an attractive employer for young talents. But for organizations to succeed, they need to build their work processes and culture so that they care equally for all generations.”

And more. The importance of good advice cannot be overstated. Often it is more valuable than any material thing. And even more valuable than good software and / or an exclusive data set. However, there is a perception that in our country do not like to pay for advice. However, Robert Farish notes that the demand for business consulting is growing not only in the world but also in Russia. He is also confident that the emergence of the future of Work practice in IDC will increase the level of services provided by this company.