The world of work is a constantly evolving narrative, shaped by social, economic and technological changes. From the time of Ancient Greece, when work was associated with a "devalued" occupation, to the present day, we have witnessed a succession of transformations that impact us all in a profound and increasingly frequent way.

Work has always evolved, but these days, changes happen at shorter intervals, impacting our lives more directly. The last 20, 15, 10 and 5 years haven't looked the same, especially after the COVID-19 pandemic, which made the complexity of the issue even clearer.

According to a conversation I had with Daniela Diniz, Director of Content and Institutional Relations at Great People and Great Place to Work, in Ancient Greece, work was viewed negatively, reserved for the less privileged classes and distant from the divinities. The Industrial Revolution changed this dynamic, where work came to be seen as a source of wealth and survival. In the modern era, especially in the 1990s, work was gradually recognized as more than just a source of income. Institutions such as Great Place to Work (GPTW) emerged along with a major change in the perception of this topic. The search for a connection between personal and business purpose, the need for fulfillment, care for mental health, organizational climate, recognition for commitment and other points gained ground and transformed the perception of work.

People management has also evolved in parallel with the transformation of the perception of work. From a purely mercantilist relationship, where work was just a contract (company centric), we have moved on to a more humanized view of each individual (people centric). The transition from human resources management to talent management has become even more complex in this scenario. After all, before you had a relationship between positions and badges and not between people. 

To add to the difficulty, with the advance of technology and globalization, professionals need to master a high level of technical knowledge, as well as fundamental skills to fill current positions. These changes have made it difficult to hire qualified talent in an extremely competitive ecosystem. To meet this challenge, companies have had to review the HR practices established back in the 19th century, based on hierarchical management models that are no longer suited to the current demands of the new economy. 

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The Josh Bersin Company, 2023 

Connecting HR Trends with the Evolution of Work

The Open Talent Economy has emerged as a response to this new panorama of the new economy and the pains companies face in accessing specialized knowledge quickly and enabling the business to be more financially efficient. It embraces the fluidity of work, connecting talent through platforms, transcending geographical boundaries and providing a flexible, accessible and fast approach. This HR trend fuels and supports the evolution and future of work, offering a dynamic alternative to the traditional employment model.

As well as relying on internal talent, companies can access external talent on demand for a certain period to solve their business challenges. 

This approach offers a unique opportunity to test, taste and take advantage of specialized knowledge in a flexible way. Instead of committing resources to long-term hires, the company can call on specialized professionals for as long as it takes to solve a specific need or problem. On-demand talent platforms have made it quicker to recruit a senior professional, speeding up the hiring process. Another important point in this relationship is cost. After all, the company will only pay for a fraction of the hour hired. It's the opportunity to have the ideal professional for your business challenge. 

In addition, speed is a critical factor today. Hiring on demand, or piecemeal, allows for an agile response to market demands, providing a competitive advantage. This ability to adapt quickly and access talent is essential in an economy that demands constant innovation and a dynamic approach. Companies gain from financial efficiency, knowledge and innovation, while professionals get to know new markets, expand their contacts and generate business. 

We are in an era in which agility and innovation are fundamental to business success. By connecting the demand for momentary specialization with the agility needed to face today's challenges, this approach becomes a valuable and extremely competitive differentiator for any business.

How is your HR department preparing for all these changes and developments in the workplace? 

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Luciana Carvalho 

CEO and co-founder of Chiefs.Group

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