A weekly post in which I share (some of) the most thought-provoking content I read this week(ish), which I am too lazy to write full blog posts about.
Posts from the ‘Talent Management’ Category
2017 is off to an exciting start for me, with a new role as Head of People for Actionable.co. I never take the decision to move jobs or organizations lightly, and I already know that I’ve made a great choice. I believe in the change that Actionable is bringing to learning and development, and the team they’ve built to achieve that mission.
For all the talk about the “Future of Work”, it still seems a bit abstract, doesn’t it? It can feel like we have quite enough to deal with in the Present of Work, without thinking about what the future might hold. Automation, AI, “Precarious Employment”; the subject is awash in sometimes confusing jargon. Indeed, aside from taking the odd Uber, most HR professionals I know view the “Gig Economy” as a bit of a buzzword, not as an immediate reality requiring our attention.
I’ve come to believe that we’re wrong about that. In fact, I think that the haze of information about what is happening, and what is possible, have obscured a clear shift in the labour market that we need to be paying closer attention to.
What IS the “Gig Economy”?
Gig economy: “The use of online platforms to engage in project- or task-based freelance work delivered over the Internet.” (via iLabour)
An explicit focus in almost every area of HR is getting, developing, growing, and keeping top performers. The cream of the crop, the engaged, motivated and committed super star, showering discretionary effort wherever they go like flower petals.
And yet, we accept that performance distribution will look like this:
Or, if you agree with Josh Bersin, like this: