TRENDS OF 2017 IN THE SPANISH AND HUMAN LABOR MARKET
We are in a few days to finish 2016 and start a new period, 2017. But what will this future bring us so close and immediate? Let’s see what the press says about the state of our labor market and human resources in 2017.
CONTRACTING:
Optimism first and foremost. One of the most important and outstanding forecasts for this year will be the growth of contracting. One of the main objectives will be the reduction of temporary employment and the reduction of youth unemployment and long-term unemployment, El Mundo newspaper reported. Thus, he states that “next year will generate 430,000 new jobs, a good figure, but significantly lower than the year that is about to end. […] The unemployment rate could fall to 17.8%, which would lead Spain to the reduction of unemployment in Europe “(in 2015, we recall, the unemployment rate was 22.1%), . As we see, the figures do not end up being bad, although it is certain aspects as the temporality and labor instability will continue throughout this year. In short, the recovery of our market will continue, being “slow but firm and lasting”.
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TRENDS OF THE LABOR MARKET AND HR:
We know, roughly speaking, the figures that will address this next 2017. But, what will happen internally in the labor market? The most important trends will be the following:
1) Training: Companies will continue to seek highly qualified profiles. On the one hand, it will look for prepared young people who contribute multidisciplinary knowledge. On the other hand, the senior profiles will also be highly demanded. But beware, the best valued will be those who have continued with the updating of knowledge, both theoretical and practical (especially in areas of management and management).
2) Teamwork: This competition, closely related to the use and development of ICT, will be another of the great demands of companies, since this will involve adaptation to different work systems.
3) Mobility: Both nationally and internationally as a result of the great processes of internationalization that are increasingly being submitted to companies. It will be another of the great demands of the companies, something that will favor remarkably to profiles of minor age (alias Millenials).
4) Digital competencies: Adaptation to the digital age is essential to develop professionally, at all levels of the organization. In fact, the use and development of ICTs as a work system will be one of the main requirements that companies will employ to hire their employees, from the lowest to the highest level.
5) Collaborative economy: This economic activity will be one of the most important growth for 2017, although it is certainly not something new (Airbnb or Blabacar among others, already have certain years of life). Therefore, people committed to sustainable consumption, the environment and the resources available, will be well valued in companies of this type. In fact, this sector will be one of the main foci of startups and entrepreneurship.
6) Coexistence of generations: On the basis that most active employment policies focus on the recruitment of young people and the recruitment of long-term unemployed (most of them over 45), if These were successfully pursued, companies could be expected to adapt their human resources policies to the coexistence of both age groups. Therefore, it will be important to generate a positive environment, motivated and focused on the productivity and coexistence of both generations.
7) The professional, more competitive than ever: As a result of the crisis, we have seen that human capital has been forced to evolve towards a less specialized professional who developed in his career to be multipurpose and multidisciplinary. However, with the growth that companies are experiencing (evolving towards the bureaucratic structure), a professional will now be sought who is specialized in more specific things and that allows him to cover more things within the same field. Therefore, more specialization will be demanded and will be compensated, due to its shortage, with higher salaries.
8) Artificial Mind VS Human Mind: In the thread of the previous point, human capital has to demonstrate more efficiency, higher quality results, greater commitment and greater resolving capacity to achieve permanence within its job. Let us think just as Isaac Asimov did; Robots can become smarter, more efficient and faster than people in many ways.