2019 could be the year of action and strategic change for HR but HR will have to stop thinking of itself as an ‘enabling function’ and pick up the responsibility to act
The year 2019 unlike 2018, is expected to be a year full of anticipation and change. From political uncertainties to the unpredictability of how the political environment will impact the businesses, organizations are taking conscious decisions on investments that will enable growth in the coming year.
In 2013, PWC identified the global mega trends that were predicted to change our world. However, the pace at which the mega trends have impacted the world has been far quicker and larger than what had been predicted. And now, it is apparent that the long-term phenomena of the mega trends are already upon us. Governments, organizations, and societies — all are all struggling with the near term manifestations of these trends and looking for answers. At PwC, we are helping our clients to focus on these challenges using a framework called ADAPT – Asymmetry, disruption, age, populism, and trust – that outlines the five urgent global issues facing the world today and their implications.
The ADAPT framework allows for a way of analyzing and thinking about the complex and difficult to understand issues in a way that enables people to take positive action. If businesses were to take a view of their future in light of these macro changes and define the role of corporations and their people, it is apparent that the degree of unpredictability will only scale to disproportionate levels. Coupled with that, there will be the need to advance decisions with a higher number of variables and diversity whilst balancing a lower degree of trust and support mechanisms.
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