Future of Work

Stephen M. Ross School of Business

Stephen M. Ross School of Business

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Who should attend

  • Team Leader, HR Director, HR Business Partner, or other titles with leader or director
  • Employees who have roles related to designing, recruiting, incentivizing, modernizing, employee experience, or similar in the workplace or organization
  • The course is also relevant to general managers in middle and upper management positions, involved in hiring, evaluating, and incentivizing employees

About the course

Disruption lies ahead. Prepare your organization by creating the workforce of the future. The world of work has become incredibly complex. Technological and social forces are changing how work is done, who does it, and even what work looks like. Change is happening at a rapid pace. What leaders expect — and what is expected of them — is changing, too.

This course explores multiple forces that are transforming the modern labor markets and workplaces, including technology, automation and globalization. It blends theory and practice on how these forces are impacting human capital investment, workforce organization, talent acquisition, performance measurement and incentive design.

WHAT SETS THIS PROGRAM APART

  • This course draws on the latest academic and business research to provide a unique, integrated exploration of the future of work.
  • This course examines trends, uses case studies of emerging business practices and provides applicable frameworks.
  • Participants will gain the tools for understanding and designing responses to the interlocking challenges and opportunities created by the ongoing unprecedented transformation of work.

Program Structure

This five-week online course consists of eight asynchronous modules and the course concludes with a live synchronous session. The combination of the online platform, discussion groups and interactive live session foster a dynamic learning environment.

Time Commitment

  • Duration: 5 Weeks
  • Weekly Coursework: 5-7 hours/week
  • Format: Asynchronous & Synchronous sessions

Week 1

  • Module 1: Future of Work - Overview of Key Trends
  • Module 2: Talent Acquisition: Challenges and Solutions

Week 2

  • Module 3: Emerging Trends in Talent Acquisition
  • Module 4: Human Capital Investment -- Developing Skills for the Future Workplace

Week 3

  • Module 5: The Evolution of Performance Evaluation
  • Module 6: Designing Incentives to Enhance Productivity

Week 4

  • Module 7: Using People Analytics to Enhance Organizational Performance
  • Module 8: Alternative Strategic Talen Management Approaches

Week 5

  • Presentation of Group Projects/Case Studies

Organizational Benefits

  • Develop an action plan for immediate implementation in your organization that incorporates emerging best practices in hiring, worker evaluation and incentive designs, that reflects the changing nature of work
  • Gain tools and frameworks for reimagining human capital practices to hire, retain, and incentivize your workforce to enhance organizational productivity
  • Discover how emerging trends in technology, automation, and globalization impacting labor markets around the world impact your organization

Individual Benefits

  • Explore new approaches to human capital management facilitated by technology
  • Become a change agent in your organization on future of work initiatives
  • Discover how emerging trends impact your personal work environment and future prospects
  • Enhance processes and procedures to improve productivity for yourself, colleagues and teams

Experts

Jagadeesh Sivadasan

Professor of Business Economics and Public Policy Michael R. and Mary Kay Hallman Fellow EDUCATION PhD University of Chicago 2004 MBA Indian Institute of Management 1996 BTech Indian Institute of Technology 1994

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Future of Work at Stephen M. Ross School of Business

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Disclaimer

Coursalytics is an independent platform to find, compare, and book executive courses. Coursalytics is not endorsed by, sponsored by, or otherwise affiliated with any business school or university.

Full disclaimer.

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