在雇主和求职者展望新年之际，任仕达美国(Randstad US)发布了年度专家预测，概述了2019年职场将会发生的趋势和变化。任仕达的高管和人力资源服务行业的其他领导者分享了他们对雇主面临的复杂挑战的见解，这些挑战包括员工工作偏好的变化，以及在科技饱和的环境中数字化相关的压力。

以下是2019年影响职场的八大趋势：

数字化持续颠覆将成为常态

跟上科技发展的步伐可能会让人望而却步，但如今的员工都希望拥有高水平的数字技术。雇主必须通过数字化相关性(拥有正确的工具和技术)、数字化定位(帮助员工管理他们对在线技术的使用和期望)和数字化领导(帮助公司采用和适应新兴技术)来解决这个问题。

工作方式、时间、地点将更具灵活性

公司已经为员工提供了更多的灵活性。这让工作与生活更具有流动性，因为员工在工作时间处理生活中的事务，在休息时间把工作任务带回家的现象越来越普遍。雇主们也意识到，员工对公司的使命有强烈的投入感，因此，能够将员工的努力与更大的目标联系起来的公司将具有竞争优势。

随时随地对员工进行培训

当公司没有提供有意义的学习和进步机会时，员工就会离开。相关的、及时的和随需应变的培训机会将成为2019年及以后的重要的人才保留战略。随着雇主意识到聘请职业教练的好处，专业职业培训也将变得更受欢迎。

多元化和包容性（D＆I）将成为焦点

企业必须专注于D＆I，以从更广泛的人才池中吸引人才。毕竟，汇集广泛的视角是创新的关键因素，有助于推动更优的商业决策。 D＆I是一个优先事项，需要所有人的支持，包括高层管理者。

人工智能(AI)将成为一个就业类别

虽然现在很少有组织将技术视为正式员工队伍中的一部分，但这种情况很快就会改变。任仕达美国(Randstad US)表示，灵活用工和人工智能是增长最快的员工群体。然而，技术非但没有取代人力，反而帮助他们发挥了更大的价值。

雇主需要招聘有潜力的员工，并奖励留任员工

当工作申请时间持续太久时，雇主被迫会在招聘上花费更多的时间和金钱，而负担过重的团队则变得效率低下。雇主必须从不同的角度来考虑什么样才是优秀的求职者，更多地关注人才必须拥有的特质，而不是可以拥有的特质。在此基础上，雇主还必须发挥创造性，以改善和激励长期雇员。

公司文化成为吸引高素质求职者的关键

积极的企业文化对正在评估不同工作机会的求职者来说具有很大的吸引力，这就是为什么公司分享外部信息非常重要——以便求职者准确，真实地获得工作环境的信息。对于潜在的求职者来说，与现任员工交流关于在公司工作的积极方面具有巨大的吸引力，关键在于要以一种让人感觉真实的方式去实施。

员工绩效评估将会发生变化

内部员工审核流程将变得更加流畅，转向提供持续反馈的模型。这也将影响晋升过程：我们将看到更多渐进式的晋升结构，在这种结构中，管理者将不断地为员工提供新的挑战，并持续提供相应的加薪奖励，而不是根据严格的结构化安排升职。


Randstad US Identifies 8 Work Trends to Watch in 2019

(Dec.25, 2018, /aithority.com/)As employers and job seekers look ahead to the new year, Randstad US released their annual expert predictions outlining the trends and changes 2019 will bring to the world of work. Randstad executives and other leaders from the human resources services industry shared key insights for employers facing complex challenges, from employees’ changing work preferences to the pressure to stay digitally relevant in a technology-saturated landscape.

According to Jim Link, chief human resources officer, Randstad North America, and other experts from Randstad US and its subsidiaries, here are the eight biggest trends impacting the workplace in 2019 and beyond.

constant digital disruption will become the norm

Keeping up with technology can be daunting, but employees today expect a high level of digital sophistication. Employers must address this through digital relevancy (having the right tools and technologies), digital orientation (helping employees manage their use of and expectations around always-on technologies) and digital leadership (to help the company adopt and adapt to emerging technologies).

a continued shift in how, when, where and why work gets done 

Companies are already offering employees more flexibility. This will lead to even more work-life fluidity, as it’s becoming more common for employees to perform “life” tasks during work hours and take work home during “off” hours. Employers are also realizing that employees feel strongly about being invested in their companies’ missions, so companies that can connect the efforts of their employees to bigger-picture goals will have a competitive advantage.

training — anytime and anywhere — will become an expectation

When companies don’t offer meaningful opportunities for learning and progression, employees move on. Relevant, timely and on-demand training opportunities will be an important retention strategy for 2019 and beyond. Dedicated career coaching is also poised to become more popular as employers realize the benefits of employees engaging with a coach to help them advance.

diversity and inclusion (D&I) will take center stage 

Businesses must focus on D&I to entice a broader talent pool. After all, bringing together wide-ranging perspectives is a key ingredient in innovation and can help drive better business decision-making. D&I is a prerogative that will require buy-in from everyone, including senior leadership.

artificial intelligence (AI) will become an employment category

While few organizations today consider technology a formal part of their workforce, that’s going to change quickly. According to Randstad US, agile workers and AI are the fastest growing workforce segments. However, far from replacing humans in the workforce, technology is helping them deliver even greater value.

employers will need to hire for potential and reward retention

When job requisitions stay open too long, employers are forced to spend more time and money on recruitment, while overburdened teams become less effective. Employers must think differently about what makes for a quality candidate, focusing more on “must-have” than “nice-to-have” attributes. From there, employers will also have to get creative to improve and incentivize long-term retention.

company culture will influence the quality of job applicants 

A positive workplace culture is a big draw for candidates evaluating different job opportunities, which is why it’s so important for companies to share external messaging that accurately and authentically captures their work environment. While communicating the positive things that current employees have to say about working for your company can be a huge draw for potential candidates, the key is to do it in a way that feels authentic.

employee performance measurements will evolve

Internal employee review processes will become more fluid, shifting to models that provide continuous feedback. This will also impact the promotion process: We’ll see more gradual advancement structures, in which managers will constantly feed employees with new challenges and corresponding salary raises on an ongoing basis, as opposed to having fewer promotions along more rigidly structured timelines.