Employagility

Digitisation calls for a new approach to the functions of employer and employee

Some jobs are set to disappear as a result of technical developments and globalization, whereas demand for other competencies will rise. Furthermore, both employers and employees have wishes with regard to the way in which work is conceived of. Employers put self-development and meaningful work above stability and employers expect more entrepreneurial spirit and flexibility. These developments call for a new approach to the functions of employer and employee.

Digitization calls for different skills

Digitization will lead to a net loss in jobs, particularly in sectors that entail repetitive work. This expectation is clear in PwC research. At the same time there are scientific predictions that there will be a shortage of workers in Europe and that there will be growing demand for creativity, emotional intelligence, adaptability, entrepreneurial spirit and IT skills.

We call the solution: employagility

By employagility we mean the awareness and the capacity of organizations and employees to respond swiftly and agile to change and thus continue to add value. Few companies have a clear picture of the workforce they will require in the future and of the competencies they currently have in-house. Our vision is that this ought to become an important HR priority. Will your current staff be deployable in the future?

Employagility: strategic, agile HR is the future

Strategic and agile HR ensures a flexible, effective workforce. Employagility is brought about by means of innovative HR policy and a committed workforce, not by means of a disjointed pool of flexible workers. There are numerous innovative ways of increase employagility. Consider (for example) project-driven remuneration in the case of a permanent employment contract, building a flexible workforce or individualizing employment conditions. PwC can support you to devise a new approach to the function of employer in your organization, from strategy to processes and legal support.

How we can help you

Strategic staff planning and HR data analytics will provide you with insight into your current workforce and desired future workforce. Data will serve as the basis for informed decisions.
Strategic uses of employagility customized for your employees and organization, ensuring you remain competitive now and in the future.
Improving workforce capabilities in line with your organization’s objectives. Including by means of agile performance management, talent & succession management and learning & development programmes.
Support for managers with the employagility process, in conjunction with HR, e.g. through coaching and training on leadership style and exemplary behavior.

'Employagility means the awareness and the capacity of organizations and employees to respond swiftly and agile to change and thus continue to add value.'

Robert Charlier, partner People & Organisation