2017 Deloitte GlobalHuman Capital Trends
Rewriting the rules for the digital age
12%
17%
19%
21%
22%
22%
27%
29%
31%
37%
60%
88%
83%
81%
79%
78%
78%
73%
71%
69%
63%
40%
Not/somewhat important Important/very important
Ranking of 2017 trends by importance
Note: Ratings for “The augmented workforce” and “Robotics, cognitive computing, and AI” both relate to the broader trends on “The future of work” discussed in this report.
Percentage of total responses
Organization of the futureCareers and learning
Talent acquisitionEmployee experience
Performance managementLeadershipDigital HR
People analyticsDiversity and inclusion
The augmented workforceRobotics, cognitive computing, and AI
The organization of the future:Arriving now 88%
Very important or important
11%believe they understand how to build the organization of the future
94%say “agility and collaboration”are critical yet…
6%
experimenting with collaboration tools, however only
using organizational network analysis (ONA)
are highly agile today
73%
8%
are redesigning their HR programs to leverage digital and mobile tools
HR is being asked tohelp lead the digital transformation in 3 areas:
Digital HR:Platforms, people, and work
56%
Digital workforce Digital workplace Digital HR
are using someform of artificial intelligence (AI) technology todeliver HR solutions
33%
73%Very important or important
Leadership disrupted:Pushing the boundaries
The leadership gap has become larger; organizational capabilities to address leadership
feel they have strong digital leaders in place
5%
72%developing newleadership programsfocused on digital management
dropped by 2%
78%Very important or important
Digital leadership required shifts in how leaders must think, how leaders must act, and how leaders must react
Leadership disrupted Start here
Rethink the organization’s leadership model
Identify the likely digital leaders in the organization
Ensure accountability
Promote younger people into leadership much faster
Foster risk-taking and experimenting through leadership strategy
Move beyond traditional leadership training