The latest Ipsos Global Trends report covers 50 markets, 87% of the global economy and 70% of the global population, revealing that people are looking to brands and business – more so than government in most markets – to act on climate change.
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The CIPD’s latest quarterly Labour Market Outlook report reveals that the net employment balance – which measures the difference between employers expecting to increase staff levels in the next three months and those expecting to decrease staff levels – remains positive but has fallen to the lowest overall level since winter 2020/21. The report also confirms that decreasing staff levels will be high on the agenda in 2024, in response to higher wage costs and reduced profits in the private sector during the period of high inflation.
The world of work is undergoing profound and extensive disruption. Large-scale trends are transforming work, workforces and workplaces. The legacy of the pandemic has combined with a tense economic and social landscape, presenting businesses with significant challenges. How can businesses best navigate this increasingly complex environment? And, if you are in HR or have people responsibilities, what are the key strategic issues and areas of priority action for 2024 and beyond?
PwC’s 2024 Global CEO Survey reveals that although CEOs are more optimistic about global economic growth than last year, 45% of them are still not confident that their companies would survive more than a decade on their current path. The research examines two global megatrends – climate change and technological disruption – which are compelling CEOs to adapt and outlines the essential actions that businesses can take in order to jump-start continuous reinvention.
The latest Edelman Trust Barometer report reveals that while business is the most trusted institution to ensure innovations are safe, understood, beneficial and accessible, most institutions are not trusted to introduce innovations to society. The report recommends that CEOs need to safeguard jobs and take a stand on emerging ethical concerns, with data revealing that 62% of employees expect CEOs to manage changes occurring in society and speak publicly about issues such as job skills of the future (82%), ethical use of technology (79%) and the impact of automation jobs (78%).
This report from academics at the University of Leicester explores the limitations of existing labour market policies in addressing non-standard work arrangements such as the gig economy. With the rise of active gig-workers from 2.3 million in 2016 to 4.7 million in 2019, the research seeks to inform an optimal policy response by examining the unique safety net developed for art workers in France, the ‘intermittent du spectacle’.
This roundtable discussion looked at the evolving relationship between employers and their people and explored emerging challenges and opportunities for employers as they take steps to link sustainability and a conscious approach to environmental issues to people strategy.
This report from IBEC explores key pay and HR trends in Irish workplaces, finding that 82% of businesses are planning to increase pay in 2024 with an average increase of 3.8%. The report highlights the following top five HR priorities identified by employers: learning and development (66%), leadership development (65%), performance management (61%), talent strategy and business alignment (59%), talent acquisition (54%).
The OECD’s latest International Migration Outlook report explores recent developments in migration movements and the labour market inclusion of immigrants in OECD countries. The report reveals that permanent migration to OECD countries reached a record high of 6.1 million in 2022, marking a 26% increase from 2021. It cites rising labour migration as one contributing factor, as migrant workers have helped lower labour and skills shortages in OECD countries.
This year’s edition also includes a special focus on the labour market integration of migrant mothers and fertility patterns among migrant populations.
This report from the Oxford Martin School explores the remote revolution, finding a robust relationship between the increase in remote work and cities with a lower cost of living. It notes that job creation since the computer revolution of the 1980s was highly concentrated to a few supercities resulting in a marked increase in regional inequality. However, a surge in collaborative technology during the pandemic has facilitated remote work as jobs shift to secondary hubs and locations where housing and labour is cheaper. The report explores the implications of this new geography of work, including a reduction in regional inequality within countries, intensification of competition for talent around the world, and an increase in total welfare for the average worker via lower cost-of-living and less commuting.