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According to Deloitte’s 2024 Global Human Capital Trends Report, more than half of workers globally (54%) cite increasing workplace stress as their top concern, while a quarter of workers say technological advancements rank second. Concerns about major changes brought about by technological advances, such as creating demand for new skills and new jobs. Other worker concerns include the new ability for employers to digitally monitor their work without their consent (22%) and a lack of connection and belonging due to remote or hybrid working (20%).
The study introduced the following concepts: sustainable human development, refers to employers’ efforts to create a sustainable environment from a human capital perspective that supports the development of their entire workforce while focusing on health, well-being and a sense of belonging.Although most respondents agreed sustainable human development important (76%), but less than half (46%) take action in this area and only 10% successfully address the issue. Research reminds that this gap adds to the differing views on the topic at all levels of the organization, with nine in 10 senior executives (89%) saying their organization is advancing sustainability in some capacity, while only 1 in 10 Four’s executives say their organization is promoting human sustainability in some way. Senior executives (41%) say the same.
“For organizations, bridging the gap between knowing how to do something and actually doing it requires a comprehensive roadmap further embedded in a strategy centered on combining people and business outcomes to enhance people performance. Improving Human Performance Leaders are needed to break down silos and adapt traditional structures to meet the imperatives of today’s times. However, a workforce relationship based on trust requires employers to continue to cherish the true value of human attributes and leverage technology and new data sources to achieve optimal levels.” Raluca Bontas, Partner, Deloitte Romania.
Technological advances create the potential for new ways of working that can enhance human performance, but in order for organizations to experiment with these new ways of doing things without jeopardizing business outcomes, they need to adopt what is calledDigital playground” Research shows that this mindset is intentionally curated and that access to these technologies is democratized. Most organizations recognize the importance of the digital playground (65%), but only 41% are taking action, and few are doing enough to make meaningful progress (10%).
As artificial intelligence advances, organizations may face challenges in envisioning New possibilities for cooperation between humans and technology,research shows. While 73% of respondents acknowledge the importance of ensuring that human imagination keeps pace with technological innovation, only one in 10 companies (9%) has made significant progress towards achieving this balance. Organizations that address the imagination deficit are nearly twice as likely to achieve their desired business (1.8x) and human (1.9x) outcomes.
Since human capital is considered world without bordersJobs are no longer defined by job titles, the workplace is no longer a specific place, many workers are no longer traditional employees, and a single function cannot alone handle all the demands this creates. study. therefore, Human Resources (HR) Function Consideration should be given to moving from an operational role to a cross-functional approach and should also become Borderless. Currently, 20% of supervisors strongly feel that their HR improves employee performance, while only 10% of non-executive employees strongly feel that their HR practices meet their unique needs and preferences. Still, the shift to boundaryless HR is making some progress, with more than a third (35%) of respondents saying the HR function in their organization has expanded its scope in the past three years, and nearly one-third One (27%) of C-suite leaders strongly agree that it has become more integrated with other business functions.
Deloitte’s 2024 Global Human Capital Trends Survey surveyed 14,000 business and HR leaders across multiple industries and sectors in 95 countries, including Romania. In addition to the global survey, Deloitte complements its research with employee and executive surveys to present employees’ perspectives and reveal the gap between leaders’ perceptions and employees’ realities.
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