The labor market has changed. What will it look like in 2021? - Walla! Business

2020-09-30T21:17:40.515Z

What will organizations do, what laws are no longer relevant and how will the work from home fit in with the one from the office? We have recruited three experts in different fields who will explain what our world is going to look like in the coming years

Business
Career and higher education

The labor market has changed.
What will it look like in 2021?

What will organizations do, what laws are no longer relevant and how will the work from home fit in with the one from the office?

We have recruited three experts in different fields who will explain what our world is going to look like in the coming years

Good to know (Promoted content)

Precedent step: The company that gives its policyholders a financial grant

By WE SURE INSURANCE COMPANY

To the full article

Organizations need to focus on developing the resilience of employees / Ido Namir

Ido Namir (Photo: Almog Sugbeker)

According to Ido Namir, Partner and Head of Knowledge and Human Capital Management, Deloitte: "In a world where the only constant is change, the understanding is sharpening that beyond the need for organizations to invest in training and developing skills for the short term, there is a need to invest in their long-term resilience and adaptability. Reskilling is already a well-known concept in the labor market, which has recently established itself as a tactical necessity, but the Corona crisis emphasizes that this approach is inadequate and inefficient in itself. It is also clear that training and learning initiatives in organizations, successful as they may be, now prove ineffective if they do not include the construction of one key critical capability - Resilience, or the adaptive resilience of employees.In

Deloitte's Global Human Capital Trends Survey 2020, 53% of respondents All the workers and their employees will have to change their skills and abilities over the next three years.Also, 73% of employees said that in their opinion employers are responsible for retraining and maintaining their professional relevance.In fact, it can be seen that alongside the need of organizations to adapt

With the skills of employees to deal with the frequently changing business and professional environment, there is a demand on the part of employees towards the organizations to take care of their training and maintain their relevance.

In order to meet these needs and adapt themselves, organizations now need to take an approach that puts at the center the development of employee resilience, which will eventually lead to the resilience of the organization as well.

This approach, focuses on making tools accessible and training employees to the uncertainty and variety of existing scenarios regarding the future, in addition to their short-term training.

This is based on the assumption that employees who know how to constantly renew their skills and acquire new abilities, will be able to cope with frequent changes and even with a reality-changing event in the intensities of the Corona virus crisis.

Thus, organizations that want to acquire and instill resilience in employees need to move from focusing on skills to focusing on skills, and from learning professions to learning learning abilities, with an emphasis on ‘learning in the flow of work’ and providing resources and encouraging the desire for independent learning.

In practice there is a large gap in the readiness of organizations for this type of learning and training.

Although 92% of organizations believe that the focus should be on learning and training in the next three years, only 61% of them testified that they have the tools and understanding to realize this aspiration. "

Many labor laws are inappropriate and require changes to the forced reality / Adv. Michal Zohar-Nitzain

Adv. Michal Zohar Nitein (Photo: Ami Erlich)

According to Adv. Michal Zohar-Nlaitain and Adv. Noa Feller-Maman, Partnership in the Labor Law Department at Nashitz, Brands, Amir & Co.: "The world of work is changing in the face of the Corona crisis and requires employers and employees to be flexible and highly creative. Working under the changing constraints that will continue to be our lot for a long time, however, many labor laws do not fit into their current format and require changes and adjustments to forced reality, jobs left closed and many workers sent home - whether for work from home or annual leave or sick leave.

For example, the Work and Rest Hours Act, which was enacted in 1950, near the establishment of the state, but was hardly amended by direct legislation.

This law has not been compatible with the changing labor market for years, and in the current situation even more so.

The law is not adapted to situations of flexible work such as working from home which these days is a necessity of reality.

Working from home, along with the need to care for children who are left without educational frameworks requires work during non-routine hours, division between spouses, breaks during the work day, night work, weekly rest and more.

This flexibility is inconsistent with the provisions of the law in its current form, which requires, for example, defined breaks, an 8-hour break from one working day to another, a ban on working a weekly rest without a permit, limiting night work to seven hours, calculating overtime on a daily basis, etc. Requires change and adjustment of the law in a way that will address work in this age of instability and uncertainty and without making employers criminals.

Another example is the annual leave law, also from the 1950s. This law is difficult to enforce in general and in times of crisis. "Affecting the financial situation of companies, requires more flexibility on the part of the employer in taking employees on vacation. It is the employer who sets the vacation dates of his employees but requires the employer to notify 14 days in advance of at least 7 consecutive days. This provision makes it difficult for employers to close." From today to tomorrow, "taking workers out for annual leave and sometimes requiring workers to go on sick leave, has passed the payment of vacation pay, thus harming workers and even constitutes an economic burden on the state that pays unemployment benefits during this period."

The current reality necessitates the possibility of taking employees on forced leave without prior notice, and in some cases even at the expense of future vacation days as long as employees do not have a balance of days in accrual, as is often done in the public sector.

Another notable example is the Women’s Labor Act, of 1954, which imposes a very heavy burden on employers in the current reality.

Many employers who have been forced to send workers to the IDF in the absence of work have encountered the bureaucracy involved in sending workers to the IDF (pregnancy / fertility treatments \ 60 days after birth), when it is clearly clear that there is no connection between the need for IDF and the reason for protection. "It takes a long time during which employers are required to continue to pay wages even in cases where they have no possibility of providing work to employees. The current situation requires the establishment of an expedited procedure in these cases or alternatively the establishment of clear criteria that will allow protected workers."

We will probably move to work on a hybrid model (Dr. Edna Rabbeinu)

Dr. Edna Rabbeinu (Photo: Amichai Rabbeinu)

According to Dr. Edna Rabbeinu, an expert in organizational behavior and human resources, Netanya Academy: “The Corona has led a revolution in the field of remote work, outside the organization's website.

Pioneer companies have announced that they will move to remote work on a regular basis, forever.

In the great social experiment imposed on the world due to the corona, many have discovered a surprising insight - excellent performance can also be achieved remotely in a wide variety of roles and over time.

Since there are significant benefits to working face-to-face with building trust, fulfilling social needs and learning together, we will probably move to work in a hybrid model - face-to-face work on time, in shared workspaces rented on a point basis when luxurious company offices are no longer needed. Remote from a home office that is furnished and equipped by the employer organization to improve working conditions.

However, we must be aware that a contemporary solution to the world sows the seeds for the challenges of the future.

Therefore, it is worth managing risks ahead of time, paying attention to the unique Israeli context.

Some examples: In Israel, there is a power distance (a cultural index that examines the relationship between superiors and subordinates) from the lowest in the world, which is expressed in the relative independence of employees, informal communication with managers and mutual respect based on actual action.

Will remote work change these "distance" relationships due to the need for technological monitoring of work?

In addition, Israel has an entrepreneurial culture that includes the love of the challenge, risk-taking, initiative and individual independence (which makes us the start-up nation).

Is it possible that working from home encourages many to realize their entrepreneurial dreams at the same time as they are employees, since working from home makes this easier?

Furthermore, in Israel the birth rate is among the highest in developed countries, will working from home with children, over time (depending on changes in the education system), lead to more work-family balance (because children are seen more at home) or, alternatively, lead to tensions and murky relationships?

Lastly, Israel is known for the inequality between the center and the periphery, will working from home change the positioning of the periphery for the better?

"Organizations will be able to expand the recruitment of expert workers regardless of their geographical location (there is no office anchor that must be regularly established) and therefore it will be possible to get jobs in the center and live in the periphery, with lower living costs and rural environment without suffering traffic jams."

Share on Facebook
Share on WhatsApp
Share on general
Share on general
Share on Twitter
Share on Email

0 comments

Source: walla

All business articles on 2020-09-30