Strategic Career Thinking

Algorithms that predict stock-price movements have transformed Wall Street. Algorithms that chomp through our web histories have transformed marketing. Now this data-driven approach is set to transform HR practices.

Some people say: ‘Careers are dead, we all just have jobs now’. But the other day, commenting on the disintegrating job market in the recession-hit West, someone made this striking comment to me: ‘In future there will be no jobs, only careers’.

Predictive analytics uses data to forecast individual behaviours. Companies are using this data to intervene, and and trigger new behaviours, but is this an invasion of privacy?

There’s an emerging HR competency on the block – paradox navigator. The ability to manage a long-term vs. short-term focus, centralised vs. decentralised operations, and an internal vs. external perspective may be desired, but it's hard in practice.

Make the most of the ageing workforce. By actively managing late-career workers, and recruiting older workers, you can close the skills gap.

Many people fear that automation of work will decrease the number of roles, but displacement to new roles is more likely.

Big organisations often rate people’s performance and potential on a nine-box model.

In all major economies, the ‘productivity puzzle’ defies easy explanation. The UK has a particularly acute challenge (and opportunity): French workers produce as much by Thursday tea time as British workers do by Friday night.