Tag: hr odyssey

2050: The HR Odyssey – Episode 4

Somewhere in the world, on a date you really don’t need, we have located an advanced technology that allows us to get into the daily lives of employees. This fantastic journey through the experiences of different employees will take you to the edge of the Future of Work and allow you to see the challenges of business transformation. Today in our odyssey, discover the daily life of Aloïs…

 

“Stop! You just committed a cyber offense by trying to get into this building that is not accessible to you in Metaville. I’m going to have to issue you a ticket.”

 

In the middle of the Metaverse, Aloïs had just tried to enter the offices of a prestigious metacouture house, which only produces virtual clothes.

 

“I just wanted to drop off my resume… I didn’t think it was punishable by a fine… Is this new metaloi?”

 

“Indeed. Find out what the rules are in your country, but in France, the parliament has just voted to set up a metaverse police force. There are many offences that were not dealt with before. Assaults, thefts, and… intrusions! But listen… if you really want to drop off your resume, why don’t you send it by email?”

 

“Hahaha!” exclaimed Aloïs. “Okay Zoomer. How about a text while you’re at it!”

 

“You young people… I sometimes forget that you were born with the Metaverse! It’s been 25 years already… I didn’t understand much about it at the time, and here we are in the middle of a conversation with the only physical interaction being smileys above our avatars” replied the metasecurity officer. “Well, I’m not going to fine you, but I can’t give you access, so you’d better go to Cyber Job.”

 

Aloïs replied with a smiling smiley face, which was immediately displayed above his virtual avatar, and then set off.

While his parents, real Zoomers from generation Z, used to tell him about Pôle Emploi at the time, today one could access these organizations in the metaverse and find… meta work.

 

“Hello and welcome to Cyber Job. How can I help you?”

 

An artificial intelligence was facing Alois. A virtual menu appeared before his eyes, offering several options:

 

1 – Registration

2 – Make an appointment with your virtual consultant

3 – Other request

 

It wasn’t the first time for Aloïs, who already knew his Cyber Job advisor well. She was the one who had sent him to the doors of Virtual Clothing this morning and who had almost cost him a fine. Maybe the AI data should be updated following the new cyber law… With this thought, Aloïs chose option 2. His advisor was available and Alois would soon be back in the real world for lunch.

 

“Hello Aloïs! How’s that job search going?”

 

“Not very conclusive, I was stopped at the doors of the building by a virtual security guard. Results of the races, I return to the starting point. Don’t you have any new offers for me?”

 

“What a shame. I apologize for the inconvenience. I will update this new information in my system to improve my service. Let me look at the new open positions. I’ll ask you for a moment.”

 

A loading icon indicated that his advisor was looking for Aloïs’ new opportunity. A few minutes later, Aloïs saw a notification appear on the side of his virtual headset: *New document available in your Candidate Area*

 

“I have just sent you several job sheets adapted to your profile. All your information and documents are ready to be sent. If you wish to apply, simply press the button at the bottom of each job description. Don’t hesitate to come back to me if you need more information!”

 

Aloïs ended the meeting and opened the sent document.

 

NEW POSITIONS AVAILABLE!

 

Metaverse Team Manager

As a metaverse specialist, you are able to manage a team of avatars in complete autonomy. Your main role is to build and maintain a virtual link with a team of 15 people in the world, within the virtual space of a global organization, directly from the metaverse. For more information, click here.

 

Metaverse Tourist Guide

Museums, cinema, architecture, there are so many beautiful things to discover in your Metaville! If you have a meta-digital dexterity and you want to accompany the new avatars in their discovery of the virtual world, apply here.

 

Metaverse Event Manager

Concerts, weddings, exhibitions, galas, corporate events… Are you a virtual event specialist? We need your skills to organize large-scale meta-events that make the eyes of the participants shine in their virtual helmet! If you recognize yourself in this ad, we invite you to click here.

 

Virtual avatar stylist

Virtual fashion has no secrets for you. You are aware of the latest NFT releases and virtual collections, you have a sense of aesthetics and a good address book? Become a virtual avatar stylist and help avatars navigate through virtual fashion. Ready to revolutionize meta-style? Click here to apply.

 

This last offer caught Aloïs’ attention. Maybe finally, his skills in 3D realization and his knowledge in virtual fashion will give him access to the building that was not open to him earlier…

 

Conclusion

In 2050, the job market will be reinvented. Changed by the emergence of the metaverse and new technologies, new professions will develop to manage this new “life” space. At the end of 2021, the American gaming expert Jon Radoff proposed four major families of jobs related to the metaverse and web 3.0. On this basis, Jérémy Lamri, CEO of Tomorrow Theory, has pushed the exercise even further by drawing up a list of 40 professions, which inspired this article.

2050: The HR Odyssey – Episode 2

 

Somewhere in the world, on a date you still don’t know about, we have located an advanced technology that allows us to get into the daily lives of employees. This fantastic journey through the experiences of different employees will take you to the edge of the Future of Work and allow you to see the challenges of business transformation. Today in our odyssey, discover the daily life of Helix…

“The verdict came down on Tuesday evening. A major French industrial company has just been found guilty of climate inaction due to the use of coal in its production. As a reminder, since 28 January 2037, all energy and heat production, including industrial, must no longer use coal. Indeed, for the past 15 years, fewer and fewer French people have been heating with coal. Thus, all industrial companies had to stop using coal before 2035. Following the law of 2037, companies that have not organised this transition will have to meet the penalties provided for. In total, the company will have to pay…”

Helix turned off his virtual reality headset where he was watching the day’s news. It was 7pm and his daily time was up. Beyond that, his consumption would have violated the law on digital sobriety. Helix thought about the coal story. As an environmental officer in a large financial company, he had had to fight in the 2030s to have the climate and biodiversity impacts of the projects he financed recognised in a broad and uniform manner. Indeed, at that time, when his position had just been created, he had initiated a large-scale awareness and information programme on this subject, to accelerate the ecological transition of his company. The project was a great success thanks to his organisation. He started the project with small communities within the company, and eventually reached the whole group, up to the crucial decision-makers who had to be convinced.

 

In retrospect, his company had almost gone under if he had not started this transformation project, and he even regretted for a long time not to have started this project earlier. Fortunately, his action had been successful. It had taken time, a lot of persuasion, and investing – perhaps losing – money, but it had been worth it.

 

For today, all private and public actors systematically take into account climate-related risks (anticipation of the effects of climate change, loss of value of an asset after its purchase due to climate policies such as fossil fuel assets) and associated opportunities (investments becoming profitable due to climate policies such as carbon prices).

 

Historically, the financial sector invested heavily in sectors that were based on fossil fuels and therefore harmful to the environment. In short, it had to fight to reinvest in more climate-friendly activities. Also, a major campaign to raise awareness of the financial risks of climate change had succeeded in swaying the still reluctant investors. These climate-related financial risks were multiple. First of all, there were physical risks, which could take the form of the destruction of asset stocks as a result of extreme weather events favoured by global warming. The year 2021 is a case in point: giant forest fires, floods, devastating cyclones, etc. These events have an impact on populations, economies and investment income. But these risks also impact many sectors and thus deteriorate income flows: weaker harvests due to heat waves, tourism revenues drying up if there is no more snow in ski resorts etc.

 

At least, if it had taken a long time, it was still possible. There were still stragglers, but now they were the ones being singled out. At the time, this was not the norm. In fact, he himself had pushed the project following a meeting with his banker one day in November 2029, who had recommended new responsible investment products.

 

“Remember when I started the Green or Nothing project?” he said to his companion who was preparing the meal. “It was a very important moment in my career. I look back on it and think that the investment was huge, but it was so beneficial. If we hadn’t anticipated market developments and regulations, we would have had to change in a hurry and in the end it would have cost us more. Maybe even the future of the company.

 

“Yes, it’s true. In fact, it’s like when you go on holiday and I forget to pack for the weather. We end up going to all the thrift shops in town to find suitable clothes on the spot. It costs us more money and maybe even the sustainability of our marriage!”

 

“You’re stupid,” replied Helix, laughing. He went back into his thoughts. Tomorrow was an important day for him. It would be the 7th of November 2050, and COP 56 would be held. He was going to take part in it with a collective of employees, managers, ecological referents and biodiversity advocates to participate in the issues surrounding the ecological transition. These collectives, which appeared as early as COP26 in 2021 and consisted of about thirty people, are now indispensable and represent thousands of employees around the world. 

Back then, the credo was “It only takes 10% of the employees to change the whole company”, today we are very proud to be able to say “it is thanks to 10% of the companies that the world changes”.

 

Conclusion

By 2050, companies will have been turned upside down by the ecological transition. As a result of the consequences of climate change, they will have had no choice but to comply with new regulations, particularly in the most influential sectors. Carbon neutrality has been achieved for the majority of companies.

New jobs will have been created to meet these new requirements, such as the role of an ecological referent, who would ensure that climate and biodiversity impacts are taken into account in each project.

Finally, the consideration of environmental issues will no longer be isolated or carried by a few individuals. As a global priority, gathering around solutions to preserve the environment and fight climate change will be at the heart of the debate and will invite as many people as possible to participate. Non-governmental organisations, public institutions, the private sector and civil society are finding pragmatic ways of cooperating to find global solutions.

2050: The HR Odyssey

 

Somewhere in the world, at a certain date you don’t need to know, we have located advanced technology that allows us to get inside the daily lives of employees. This fantastic journey through the experiences of different collaborators will take you to the edge of the Future of Work and allow you to gain insight into the challenges of business transformation. Today in our odyssey, discover the daily life of Xoe…

 

“Hello Xoe, welcome to Coorpacademy! I am Onboard, your virtual assistant who will accompany you during your onboarding for the position of Junior Customer Success Manager. I see from your employee profile that you have never visited our physical premises before. I hope you will soon, but first let me guide you through our meta-offices!”

 

A loading icon appears on my left. I readjust my helmet.

Once properly positioned, Onboard’s voice resumes:

 

“The meta-desk is a virtual workspace where the whole team can meet, even from a distance. As you can see, the 3D reconstruction of our premises allows you to discover your workspace as if you were there! If you would like a guided tour, click on…”

 

I decide to turn off the tutorial mode. I’m pretty well used to virtual reality, I even remember taking my University exams remotely during the heat wave of 2042. I move around the virtual offices and discover bright and very ergonomic premises, with a fully equipped kitchen, from the permaculture worktop to the compost bin integrated into the cooker! In the open-space, the work spaces are both shared, but there are also small cubicles that allow everyone to isolate themselves if necessary, which I like because, being a bit anxious at times, I like to be able to be alone in a quiet place.

 

A new notification appears.

“To reserve your workstation in advance, remember to download the “Coorpers Portal” application, which will enable you to carry out all your procedures relating to your workplace, contract and other administrative requests. I notice that the workspaces are not assigned, and that there are lockers connected to store everyone’s personal belongings. I understand that the Coorpers Portal application will allow me to book an office or a meeting room, to rent a connected locker for free or to make absence requests.

 

As I finish the visit, Onboard’s voice says: “How did your first steps in our offices go?”, a screen appears asking me to rate my visit between 1 and 5 and as I fill in my score, the surprisingly human voice of this artificial intelligence tells me: “For your information, all the data collected through the questions asked are anonymised and allow us to continuously improve the employee experience! To continue your onboarding, why don’t you meet the teams?”

 

I confirm and am propelled into a colourful and welcoming meeting room where the video testimonials of several employees are displayed on my screen. I can scroll through the videos and choose to start one. This is how I find out about each person’s role. At the end of each story, Onboard asks me if I have any questions, and if so, sends a message directly to the person concerned to arrange a meeting to discuss my questions further.

 

“It’s time for you to meet your manager! A video call is scheduled for 10 minutes with Clément M., Senior Customer Success Manager”, says Onboard, which I decide to mute in the settings of my virtual headset. I prefer subtitles, and it’s quite fun to be able to change the language in which Onboard speaks to me. Indeed, I have the possibility to modify the parameters to inform the language in which Onboard is configured. This could allow me to revise my French!

 

The interview with Clément went very well. After introducing me to the team and the tasks of the job, he moves on to a more personal part of the interview. I can tell him that the pronoun I use is the pronoun she, that I am anxious by nature and that in my job I get great satisfaction from having a real impact on society.

 

“Great, so you’ve got a rather Impact-oriented mode of reporting at work. I will send you a notification to fill in your personal information in Coorpers Portal, your pronoun used, your passions, your work aspirations, etc. The artificial intelligence of this application allows us to identify the projects that correspond to you and also the best way to communicate with each collaborator!

 

Speaking of apps, we also have a version for our customer accounts. As a central tool for our team, the Coorp & You application allows us to centralise data on our relationship with our clients, to get to know them better as individuals, but also as a company. They fill in their issues, priority levels, upcoming projects, areas for improvement, etc. This tool is very complete, you will have to learn how to use it, because it will allow you to know your client by heart, to better accompany them. I’ve already told Onboard to download these applications so that you can take a look at them today to familiarise yourself and note down if you have any questions!”

 

Once the interview is over, I watch the progress of the Coorp & Vous application loading on the virtual headset. I reflect on this onboarding and think of my parents, who used to talk about how they had seen companies transform. This world of tomorrow, as they called it, they participated in its construction and today, it is the world in which I will have to prove myself.

 

Conclusion

In 2050, the digitalisation of companies will have changed the way we are organised at all levels.

As a tool to facilitate and automate certain processes, digital technology will be able to replace the mentor during onboarding and save time for managers

The workspace will also be rethought to create a healthy, environmentally friendly and flexible environment: offices will no longer be assigned to an employee but will be workspaces that employees can reserve for the day, the kitchen will be equipped to allow employees to find the same comfort as at home, and the company will be able to rethink its workspaces by involving issues of biodiversity and environmental friendliness.

Finally, intergenerational relations and issues of taking into account the personality of employees will be paramount. In addition, the data that managers will be able to collect thanks to the digitalisation of processes will enable them to get to know each employee better, to individualise their management style and thus engage their employees.

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