Future-proof your workforce

Workforce Management

  • Define the roles of the future
  • This is how you quantify future fit
  • Brain-based workforce planning

Was everything better in the past? Well, certainly not. However, a large number of things were clearer than they are now. As an accountancy firm you at least knew what you needed to perform well for decades: a nice group of competent and loyal accountants. Education, grades and resumes did their job. With some guarantee, employee and employer could shake hands with the prospect of long-term employment. Gone are these certainties.

In preparation for the future of work, jobs are being divided up into roles, competencies and skills. CV and training are being abandoned and all kinds of skills tests are taking their place. But what if the skills required for the future are not yet present today? And how do you know what you will need in 10 years? You have to dig deeper. Right down to the source of human performance: the brain.

Define the roles of the future

Research by McKinsey indicates that about 50% of jobs worldwide will change profoundly, while about 30% will even disappear. At the same time jobs such as robot-caregiver, data historian and algorithm-transporter will be added. To future-proof your strategic workforce plan, you will need to say goodbye to traditional job descriptions, job profiles and job criteria. The building blocks of the roles of the future, must be more flexible, more fundamental and quantifiable. If we want to keep people central in the machine age, the tools we use to map human intelligence must be just as intelligent as those that are used to map AI. The requirements for those tools? Quantifiable, comparable, predictable and reliable under all circumstances. Then you’ll end up with biological building blocks as the foundation for input & output of work. Think of professional behavior such as quick decision-making, processing information, improvising, attention shifting, acting precisely and anticipating. With the NeurOlympics assessment games you discover them all. Tried, tested & trusted.

How to quantify future fit

Defining a match is all about supply and demand. Demand for work can be defined in various ways. BrainsFirst chooses to define the concrete desired (or required) professional behaviors in the workplace as precisely as possible. We do this with the help of our online Job Design tool. Example: if you are looking for a certain type of agile, we help you to define what you actually want to see in terms of professional behavior. We know which brain functions are relevant for this to include in your search profile, or job profile. The supply of work comes from talent. We map out this talent by using the NeurOlympics assessment games to test someone’s brain skills. This is how you create a brain profile.

The match between job profile and brain profile largely determines success and pleasure in the workplace. Because BrainsFirst does not test for knowledge or current ability, but for potential, you get a reliable indication of whether a talent is or will be able to show certain behavior or skills today and in the future. So you know whether there is a future in your collaboration!

Brain-based workforce planning: start today

Are you looking for solid building blocks for your strategic workforce planning of the future? Get to know the brain-based tools of BrainsFirst. Scientifically based, future-proof and data-driven. Want to know more? Please contact us.