• Pages
01 Home
02 Introduction
03 Executive Summary
04 Overview of TechnoVision
05 You Experience
06 Experience²
07 Me Myself and My Metaverse
08 No Friction
09 I Feel for You
10 My Own Private Avatar
11 We Collaborate
12 Fluid Workforce
13 The Team is the Canvas
14 Taken by Tokens
15 Your Business is a Mesh
16 It’s All Connected
17 Thriving on Data
18 Data Sharing is Caring
19 Power to the People
20 Data Apart Together
21 Era of Algorithms
22 Creative Machine
23 Process on the Fly
24 Process is Mine Mine Mine
25 Rock, Robot Rock
26 Silo Busters
27 Can’t Touch This
28 Augmented Me
29 Applications Unleashed
30 Kondo My Portfolio
31 Honey, I Shrunk the Applications
32 When Code goes Low
33 Mesh Up Your Apps
34 Apps ❤️AI
35 Invisible Infostructure
36 Lord of the clouds
37 Crouching Tiger, Hidden Container
38 Simply the Edge
39 Ops, AI did it Again
40 Silence of The Servers
41 Balance by Design
42 Technologyϵ϶Business
43 Adapt First
44 With Open Arms
45 Do Well, Do Good
46 Trust Thrust
47 IQ CQ EQ Up
48 No Hands On Deck
49 A Few More Things
50 Further Research and the Team

FLUID WORKFORCE

An agile, adaptive workforce model that boosts organizational resilience and productivity, saves costs, and addresses the shortages of skilled resources

Under pressure, everything becomes fluid. Still, a hybrid workforce is not just the unavoidable response to the challenges of a post pandemic-driven world: it is a key element of the future of all work. Seducing the business with advantages such as increased productivity and cost savings, not to mention the impact on the carbon balance sheet, it also enables organizations to thrive in the war of talent scarcity – expanding previous sourcing boundaries well beyond the edge of the organization. Shifting towards this hybrid workforce model, however, requires a reinvented, trusted work culture, a robust working technology platform, and an employee experience designed to flow with the new, fluid workforce model. Caring about ourselves. Under pressure.

Isabelle Schastok Expert in Residence

WHAT

  • Even before the pandemic, four out of five organizations had tried a hybrid workforce, mainly to close specific gaps in expertise within their own, local talent pool.
  • According to Capgemini’s Future of Work research, more than 25% of organizations expect that over 70% of their workforce will work remotely in the future. Organizations need to establish the best hybrid work model for them.
  • Hybrid models also include freelance, independent, gig, or crowdsourced workers. Addressing critical skills demand, our Fluid Workforce research demonstrates how 89% of organizations plan to expand hybrid models over a wider range of functions.
  • The workforce increasingly prefers to work with fewer constraints, offering flexibility, variety, and a better work/life balance. Only a decreasing minority considers fixed office locations as the best place to work.
  • Critical to success is a trusted culture, accompanying social contracts and employee experiences. They connect digital communities, activate purpose, and create a sense of joint belonging – independent of working location or type of contract.
  • For hybrid models, leaders must be authentic and empathic, focusing on employee empowerment, encouraging autonomy and transparency. Data-driven collaboration platforms enable workers to achieve results in new, agile ways.

USE

  • A global OEM built a joint digital employee experience for all workers – “blue and white collar” alike – using an application including functionalities to aid collaboration, internal communication, personal development, and career planning.
  • A public sector client developed an innovative recruiting solution to address candidates’ needs, customizing the candidate journey according to age group and generation.
  • A large HR service provider used geo-based analytics to create a new recruitment strategy by proactively anticipating upcoming opportunities, and matching job seekers with relevant openings.
  • An electricity company designed an entirely new, platform for knowledge management, breaking down siloed structures and establishing a broadly adopted culture of sharing and collaboration.
  • A large biotech company built a collaborative digital workplace to eliminate information silos, enabling self-organizing teams, collaboration, and faster decision making.
  • Capgemini redesigned its employee experience to increase motivation, engagement, and productivity within their new, hybrid model. It upskilled managers to drive this experience on a platform encouraging two-directional employee feedback and “digital happiness” assurance.

IMPACT

  • Our Fluid Workforce research shows benefits including improved time to market and agility, better alignment of talent with the business imperatives, enhanced customer satisfaction, and improved brand perception and sales.
  • The same research demonstrates that almost 70% of organizations aim for reduced business costs, and providing out-of-hours support, while around half want to attract higher quality talent, and increase the speed of getting work done.
  • The flexibility in work location creates an opportunity for organizations to attract more external talent while reducing office space, saving costs and the need to travel.
  • However, rising stress levels is a factor to be considered within hybrid working and needs to be managed proactively. More than half of employees stated higher stress levels and are concerned about their network shrinking due to remote working. The ability to choose a work location can certainly act as a smart countermeasure.

TECH

  • Workforce planning/HR solutions: Capgemini People Analytics, IBM Talent Management, Workday HCM, SAP SuccessFactors, Upwork Inc, Honeypot, Braincities, Faethm, Service Now (ITSM and CSM), 365 Talents
  • Digital workplace solutions: Microsoft Office 365, G Suite
  • Self-management and work effectiveness solutions: Sapience, holaSpirit, glassfrog, Team EQ, Trello, Monday, Amplifai
  • Employee adoption and well-being management solutions: InsideBoard, Peakon, Lattice, 15Five, Quantum

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