Alain Dehaze Quotes
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Advanced technology changes the way we work and the skills we need, but it also boosts productivity and creates new jobs.
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In Europe, we see the underlying strength of the economy, especially in southern European countries.
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Rapid development in areas like machine-to-machine communications and the Internet of Things, coupled with the proliferation of big data, means higher-skilled professions, such as lawyers, journalists and accountants, are changing too. Some of their tasks are being replaced.
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Warp speed developments in technology - automation, artificial intelligence, and the arrival of the sharing economy - are transforming how we work. Beyond technology, traditional working patterns are also being disrupted by changes in society, organizations and workforce management, leading to the rise of a more independent and dispersed workforce.
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Responsive and responsible leaders in governments and businesses must act and collaborate to expedite change, implementing innovative, experiential, and project-based educational approaches.
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To shape today's and tomorrow's 'future proof' worker, schools must teach specialized hard skills, such as the STEM skills that are in high demand.
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One of the causes of the Arab Spring was high unemployment.
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The golden recipe for creating jobs is learning what kinds of people companies need and feeding them with training programmes.
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Given the rapid rate of change, the old paradigm of one-off education followed by a career will no longer work: life-long learning is a must, and it is up to governments and employers to invest in training and for employees to commit to constantly update their skill set.
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It is urgent to shift from a traditional, authoritative, rote educational approach to a project-based and experiential approach. Specific hard skills are fundamental, but is even more important that students 'learn how to learn' and focus on crucial soft skills such as flexibility and the ability to adapt to change.
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Technology, through automation and artificial intelligence, is definitely one of the most disruptive sources.
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As the world we live in is so unpredictable, the ability to learn and to adapt to change is imperative, alongside creativity, problem-solving, and communication skills.
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Because of outdated regulations, workers in different types of contract often have unequal access to healthcare, pensions, education, and training, as well as other social benefits. This has to change for countries to remain competitive and for our businesses and workers to survive in the digital age.
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Imagine maintaining 70 brands in a digital world - it is a nonsense. It is better to focus on a fewer, more distinct brands.
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In our perform agenda, segmentation is one of our key strategic priorities. Segmentation is about deploying the right go-to-market channel to the right customers with the right pricing and the right cost to serve. And as a result, the segmentation strategy ensures that we generate profitable growth.
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Diversity requires commitment. Achieving the superior performance diversity can produce needs further action - most notably, a commitment to develop a culture of inclusion. People do not just need to be different, they need to be fully involved and feel their voices are heard.
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For millennials especially, mobility has become a key factor in selecting a potential career path and in choosing an appropriate employer.
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While labour market reports scream with dramatic youth unemployment data, hundreds of employers cry out for employees with the right skills sets. As recruiters, we suffer this shortage every day.
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Education reforms must be the priority for governments.
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Digital innovations have the potential to transform the recruitment industry, and the Adecco Group is taking the lead.
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Technology is just one of the factors affecting the world of work. Economics, demographics, sociological trends, and government policies are four other core influences reshaping labour markets and determining how we will work for years ahead.
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To stay attractive and competitive, the U.K. should take measures to ensure that skilled talent keeps flowing in and out the country.
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One way to become more attractive as an employer to millennials is to offer different kinds of contracts - not only the classical contract of indefinite duration, but also to be open to having more contractors and flexibility.
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As digitalisation and the ageing population trends advance, international mobility and the development of employable skills are crucial to balance demographic gaps and surpluses as well as the deficit of skills across the world.