55 VISION & STRATEGY But it’s not just physical comfort that will be important in the future of office design. Employers will also need to consider the mental health and wellbeing of their employees, offering workspaces that benefit both physical and mental health. Overall, it is clear that the changing expectations of employees in terms of their workspaces will drive the future of office design. To remain competitive, businesses need to upgrade their workspaces as well as include the ability of flexible working practices to improve happiness, productivity and success. The human or the technological workforce. As we embark on the newyear, the future of work and the role of learning and development are top of mind for many businesses. In the face of skills shortages and a looming recession, the value of upskilling and increasing adaptability has only increased. According to Agata Nowakowska, AVP EMEA at Skillsoft, ‘learning and development have been extremely important over the past few years as organisations grapple with skills shortages, and I don’t see that value diminishing any time soon. The looming recession has only increased employees’ desire to upskill and increase their adaptability and value.’ IT certifications and power skills such as communication are expected to be in high demand, with positions such as CISSP (Certified Information Systems Professional) and AWS Certified Solutions Architects commanding salaries upwards of £100,000. Additionally, skills such as resilience, analytical thinking and problem-solving will be highly valued as employers seek to develop lifelong learners who can adapt to the future of work. Flexible learning options, which can be completed in short chunks and integrated into the workweek, will also remain popular. As businesses feel the effects of the recession, they will likely place a greater emphasis on data-driven learning and development to optimise value. However, Lee Biggenden, COO and Co-Founder of Nephos Technologies, warns that ‘2023 is going to be all about doing more with less, especially in IT, where outsourcing and automation will be the only way to drive business growth whilst cutting costs. As the recession takes hold, budget constraints, the ongoing IT skills shortage, and increasing salary expectations will come together to create a perfect storm from which many companies may not recover.’ Biggenden adds that ‘the issue of data governance perfectly illustrates the gathering storm clouds ahead. Companies know they need to do something about it, but they don’t always have the resources or right capabilities. Data regulations will inevitably increase. The only way for companies to avoid fines, protect their business reputation and stay ahead of the competition is to partner with an expert who can plug the skills and knowledge gap and deploy technology platforms to action, implement or automate the task.’ Overall, this year, HR departments will have to navigate the ongoing battle between remote and inoffice work while also prioritising employee wellbeing and investing in learning and development. With the future of work looking uncertain, HR professionalsmust proactively address the challenges and opportunities that come their way. Regardless of the industry, HR will be crucial in attracting and retaining top talent in the year ahead and bringing stabilisation to an otherwise tumultuous market.
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