Work in the 1960’s and 1970’s revolved around a 9 AM through 5 PM 40 – hour workweek.
Men were the breadwinners who supported their wives and children and most men worked physical labor jobs.
From the 1960’s – 1980’s promotion and employee development were gained by rising in the ranks through on the job management training.
Through the 1980’s – 1990’s skill management opportunities were very limited and only employees who were educated and performed well were considered.
Innovative technology in the 1990’s – 2000 presented new challenges to employee development and HR Managers had to solve a major skill gap problem.
Digital formats and technology in 2000 – 2010 made formal education and training a must have for employees. It is very difficult to secure employment without it.
2010 – 2020 requires HR Managers to form project teams and demands on the job collaboration from most team members.
Economic strategists predict that from 2030 and beyond rapid advancement of artificial intelligence and machine learning will result in balancing the need for income with a revolutionary decrease in employment.
Human Capital is our world’s greatest asset and HR Managers are no exception. Human resource leaders will be pivotal in future state employment and continue to be critical in employee development.