Traditional mode of work
Traditional mode of work, I believe we all know that different work is not the same way of working, for the current way of work is still in a more traditional mode, the following to understand the traditional mode of work.
The traditional mode of work1
1, nine to five, double breaks, enjoy the statutory holidays;
2, nine to five, single breaks, statutory holidays may be overtime;
3, every day to work overtime.
4, three shifts or two shifts, with 1-2 days off during the shifts
5, a few weeks of work, then a few weeks off
Reasons for the different working styles
1, social change and organizational restructuring
For stakeholders In the future, organizations will become more transparent, more flexible, more balanced towards multilateral forces, and more project-based. People will engage with organizations for aligned values, not just for financial gain. Beyond traditional hierarchies and work contracts, networks of relationships and external collaborations will facilitate horizontal management, ****entered leadership, and collective collaboration.
2. Inclusive Global Talent Markets
Women and non-white races will become the majority of the talent market, and, as life expectancy increases, the workforce will be multigenerational. Social policy will increasingly support jobs that are different from traditional full-time work and that do not draw clear boundaries. Segmentation of jobs and human resources leads to greater differentiation of organizational policies, behaviors, design of duties, compensation and benefits. Job seekers can also use acquaintances and opinion leaders' . Recommendations to choose a job.
3. A Truly Connected World
With personal mobile devices and real-time global communications, work is becoming increasingly virtualized and can happen anywhere, anytime. Collaboration across borders and social networks are empowering organizations and redefining careers, learning, and the fairness and attractiveness of the workplace.
4. Rapid technological change
Robots, unmanned vehicles, commoditized sensors, artificial intelligence, and the Internet of Things will reconfigure the labor ecosystem, making a flexible, decentralized, and just-in-time workforce adaptable enough for rapid business re-engineering. And organizations and talent will adopt automated processes to respond to the rapid changes and updates in technology, thus striking a balance between long-term goals and flexibility in an uncertain environment.
5. Human-computer interaction and collaboration
Analytics, algorithms, big data, and artificial intelligence are creating new jobs in human-computer collaboration while gradually replacing traditional jobs. Organizations and talent will optimize HCI through conception and design, rather than opting out.
These trends will not affect all organizations equally, so it is critical for leaders to position their organizations for the current state, the future, and to develop strategies to grow their organizations and talent in response.
Traditional Models of Work2 Future Models of Work 1. Existing Models of Work Like most jobs today, these tend to have similar skill sets and work arrangements, and rely heavily on formal, full-time employment relationships. Work models that fall into this quadrant imply a unified office location with physically connected employees and routines. Technical jobs like those associated with secure facilities, sterile spaces, oil rigs, retail online stores, and so on, risk incurring high costs and possibly even violating regulations if they attempt to connect employees via the cloud. Political, regulatory, and social normative requirements may also contribute to the creation of such work models. Work patterns in this quadrant will be optimized with a stable work state, ample benefits, and a performance system. 2. Polarized Work Patterns Compared to the rapid pace of technological change, organizational management and work forms have evolved more slowly. Faster, better and cheaper technologies such as personal mobile devices and cloud-based HRMIS will support traditional working relationships. Work models in this quadrant include call centers, where employees will telecommute or work from home, such as the JetBlue call center. In addition, IBM's Watson AI technology can work with oncologists to help with medical research. Many HR technology offerings now work to automate traditional HR systems and work relationship management using devices, cloud-based learning, smartphone apps, and remote performance observations. 3. Newly Conceived Work Models This new employment model has evolved in the form of platforms, projects, featured performances, freelance work, competitions, contract work, military service, and part-time work, but the development of supporting technologies has been relatively slow. Some common platforms serving freelancers fall into this category, such as UpWork, Tongal, and Gigwalk. This model of work also includes innovation within the employment system. For example, considering freelancers, contract workers and part-time jobs in an organization's HR system; using social tools to improve traditional recruitment systems by tracking and communicating with passive job seekers or holding innovative contests on social media platforms. 4. Super Empowerment Model Accelerating advances in technology and more democratic work arrangements will advance each other in a cyclical fashion. New forms of work and technology models include on-demand artificial intelligence, extreme personalization and security, and accessible cloud databases. These databases are not controlled by any single employer and provide search locality for jobs and candidates, allowing jobs and laborers in the same category to be matched with each other. This database will include talent's competencies, professional qualifications, hiring criteria, work background, knowledge levels, learning materials, and benefits, etc. IBM's Open Talent Marketplace system allows hiring managers to deconstruct jobs into short-cycle events and post those events to people inside and outside the organization; people use the platform to participate in competitive bidding, team up for jobs, track historical progress and job competencies. The platform allows hiring managers to deconstruct jobs into short-cycle events and post those events to people inside and outside the organization. These operations will be underpinned by the same working language of human-computer collaboration*** and progress in a model of cooperation between AI and human judgment similar to Watson. What are the categories of work The Chinese People's **** and the State Occupational Classification Dictionary categorizes China's social occupations into 8 major categories, 66 medium categories, 413 subcategories, and 1838 occupations. The eight categories are: The first category: heads of state organs, party organizations, enterprises and institutions; The second category: professional and technical personnel; The third category: clerical and related personnel; The fourth category: commercial and service personnel; The fifth category: professional and technical personnel; The fourth category: commercial and service personnel;
The fourth category: commercial and service personnel.
Category 5: Agricultural, forestry, animal husbandry, fishery and water conservancy producers;
Category 6: Operators of production and transportation equipment and related personnel;
Category 7: Military personnel;
Category 8: Other workers in jobs that are inconveniently classified.
Occupational classification is a systematic division and categorization of social occupations based on the basic principle of homogeneity of the nature of work. The so-called nature of work, that is, an occupation is different from another occupation of the fundamental attributes, generally through the object of occupational activities, the practice of different ways to be reflected. The purpose of occupational classification is to divide the complexity of society, tens of thousands of existing types of work into categories, norms and unity, well organized levels or categories. The technical interpretation of the homogeneity of the nature of the work performed depends on the specific occupational category. The occupational classification system through the occupational code, occupational name, occupational definition, occupations include the main content of work, etc., describes the connotation and extension of each occupational category.