What will the workplace look like in 2030? Will our work be truly an extension of our home and social space? Will mobile phones replace laptops as our work device? How will organizations identify talent? What will career mean? Forecasting for workplace 2030 may not be as far-fetched as it seems, as some of these are already today’s reality. In this story, People Matters explores how talent management and the workplace will evolve in the next 20 years and how businesses can take advantage of the new paradigm

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By Ester Martinez & Rajlakshmi Saikia

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What will the workplace look like in 2030?
Will our work be truly an extension of our home
and social space?
Will mobile phones replace laptops as our work
device?
How will organizations identify talent? What
will career mean?
Forecasting for workplace 2030 may not be as far-fetched as it seems, as some of
these are already today’s reality. In this story, People Matters explores how talent
management and the workplace will evolve in the next 20 years and how businesses
can take advantage of the new paradigm.

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PREDICTIONS FOR 2030
As businesses move towards a more interdependent model, the company walls are fast getting fuzzy
and this demands a fresh look at managing talent
The 9-to-6 work culture is fast shifting to working on the basis of project accountability & goal
accomplishment. Talent professionals will need to support these new work styles
The consumer experience and the speed of change have a huge impact on how people interact,
learn and collaborate inside & outside the workplace
Office being the first place of work and home office second, the ‘third place‟ is anywhere one‟s
mobile phone is

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At Valve, there are no managers;
every person chooses the work they
want to get involved with. They called
it the fearless adventure in knowing
what to do when no one’s there telling
you what to do

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EXPERTS SPEAK
“Organizations are now embracing social media and technology to allow people
the opportunity to express through forums that the new generation is familiar with”
Anil Sachdev, Founder & CEO, SOIL
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“Organizations will have to move away from after-the-fact HR measurement &
reactive workforce management and embrace a predictive workforce monitoring
approach”
Rajendra Ghag, Sr. EVP & CHRO, HDFC Standard Life Insurance Company
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“The new workforce is a hugely networked generation which companies
need to leverage from. Recruitment through social media
(LinkedIn, Facebook) and referral programs is increasing year-on-year”
Piyush Mehta, SVP-HR, Genpact
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EXPERTS SPEAK
“The new workplace must look at providing fair and comparable pay structures;
learning opportunities and sequence assignments to provide a variety of
challenges to employees”
Meena Surie Wilson, Senior Faculty, Center for Creative Leadership, Asia
Pacific
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“This new generation has a lot of expectations about the organization‟s brand,
opportunity to grow and learn, good work-life balance and timely recognition”
Aarthi Rajaraman, Director-HR, Williams Lea India
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“The management trainees‟ onboarding process at DSCL has evolved to
cater to the needs of the new workforce who seek challenging roles at a
fairly early stage”
Sushil Baveja, Head, Corporate HR, DCM Shriram Consolidated
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EXPERTS SPEAK
“The focus of talent management will be to help people manage their growth by
actively enchaining job knowledge along with cross functional exposure”
Subhro Bhaduri, Executive VP-HR, Kotak Mahindra Bank
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“Employees want to experience a more transparent culture where they are able to
walk up to anyone to discuss & connect, as opposed to being subjected to a
hierarchical channel or protocol”
Alok Narain, SVP-HR, Quatrro Global Services
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“Just as supermarkets segment customers according to various categories
and target them with marketing, HR and talent systems may benefit from
such an approach”
David Collings, Professor, Dublin City University
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EXPERTS SPEAK
“The people strategy will have to lay emphasis on entrepreneurship that will
emerge as the new face of talent management”
Sudhir Dhar, Sr. VP, Head-HR & Admin, Motilal Oswal Financial Services
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“Employees want a simultaneous interface that enables them to enjoy all aspects
of his/her job at one location through a collaboration tool approach”
Pankaj Bansal, Co-founder & CEO, PeopleStrong
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“Organizations will need a „Responsive Talent Management Systems‟ that
will allow firms to respond effectively to the changing demands of the
worker, the work and the environment”
Dr. Tanvi Gautam, Managing Partner, Global People Tree
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EXPERTS SPEAK
“Organizations need to be more democratic, learning must be less prescriptive
and more social in nature to appeal to the Gen Y/millennial – who carries an iPod,
likes to play video games, and likes Facebook”
Mohit Garg, Co-founder & CEO, MindTickle
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“Full Time Employees (FTEs) will be a gone phenomenon in the future workplace.
Companies will hire a combination of FTEs, part-time employees or even teams
coming together on a project basis”
Gurprriet Siingh, Managing Consultant, YSC India
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“The biggest single change in the new generation is that they expect to
immediately have an opportunity to contribute and be rewarded for their
contributions and have a positive impact on the society through their work”
Ross Dawson, The Futurist
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EXPERTS SPEAK
“One of the biggest HR challenges will be to support the transformational issues
of succession planning, culture congruency and value cascade”
Debashish Das, Founder & CEO, ElenchusHR Solutions
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12. For Further Information
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info@peoplematters.in
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October 2012
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