THE 2021 GLOBAL HUMAN CAPITAL TRENDS (Deloitte)4
In this report, we explore the journey from survive to thrive through the lens of five of our 2020 Global Human Capital Trends:
1. Designing work for well-being: The end of work/life balance
TheTrend: Organizations are taking well-being beyond work/life balance by starting to design well-being into work—and life—itself.
Surviving: Supporting well-being through programs adjacent to work.
Thriving: Integrating well-being into work through thoughtful work design.
2. Beyond reskilling: Unleashing worker potential
The Trend: Organizations need a workforce development approach that considers both the dynamic nature of work and the equally dynamic potential of workers to reinvent themselves.
Surviving: Pushing training to workers from the top down, assuming the organization knows best what skills workers need.
Thriving: Empowering workers with agency and choice over what work they do, unleashing their potential by allowing them to apply their interests and passions to organizational needs.
3. Superteams: Where work happens
The Trend: COVID-19 has taught organizations that teams are even more important to thriving amid constant disruption than they might have thought before.
Surviving: Using technology as a tool to make teams more efficient.
Thriving: Integrating humans and technology into superteams that use their complementary capabilities to re-architect work in more human ways.
4. Governing workforce strategies: Setting new directions for work and the workforce
The Trend: Organizations are looking for forward-facing insights about their workforce that can help them quickly pivot and set new directions in the face of uncertainty.
Surviving: Using metrics and measurements that describe the workforce’s current state.
Thriving: Accessing and acting on real-time workforce insights that can support better, faster decisions based on an understanding of what the workforce is capable of in the future.
5. A memo to HR: Accelerating the shift to re-architecting work
The Trend: Thanks to their handling of COVID-19’s challenges, HR organizations have earned the right to expand HR’s remit to re-architecting work throughout the enterprise.
Surviving: Having a functional mindset that focuses on optimizing and redesigning HR processes to manage the workforce.
Thriving: Embracing an enterprise mindset that prioritizes re-architecting work to capitalize on unique human strengths.
以及，
来自IBM的分析揭示了HR3.0的十大优先行动领域(IBM)以及对企业的启示
1. 持续、透明地衡量员工绩效
明确、持续的辅导和绩效沟通对解决员工绩效问题至关重要
2. 投资发展新的领导角色
领导角色需要新的技能和行为。借助分析洞察预测强有力的领导者，并为其发展投资
3. 培养和应用敏捷与设计思维能力
HR必须通过运营、奖励、绩效管理和工作场所生产率工具帮助设计和管理敏捷团队
4. 公平、透明地根据绩效和技能支付报酬
按照资历提供报酬的旧模型阻碍成长、创新和雇佣顶尖人才
5. 在工作流中不断培养技能
员工和领导者必须持续学习、正式和非正式学习融入企业文化，在专业能力结构深度提升技能
6. 为员工设计有目的的体验
今天的员工期待有意义（meaningful）的员工体验，这些体验高度个性化、响应其需求且不断改善优化
7. 人力资源技术现代化转型
迁移到基于云的架构能够提升速度、扩展性和灵活性
8. 应用数据驱动的洞察
人员分析对理解、管理和持续提升组织绩效至关重要
9. HR业务伙伴定位和技能转型
HR必须成为战略顾问、可信赖的教练和数据驱动的问题解决者
10. 战略性地寻求人才
高管们认为的HR 3.0五项核心原则：
1. 深度个性化，以体验为中心的设计
2. 采用敏捷实践，以提高行动速度和响应能力
3. 将技能视为企业的核心资产
4. 保持透明度，以维持信任并降低声誉风险
5. 在AI的支持下，基于数据做出决策
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