We recently hosted an incredibly interesting and successful HRO Today Forum EMEA in Dublin. Our theme this year was leading through uncertainty and well, that part remains. There are a lot of things that are uncertain and I am frankly uncertain of how many.
However, many things remain the same. The topics in EMEA are much the same issues challenging HR leaders in their short- and long-term planning processes in North America. The multigenerational workforce, dealing with remote versus office-based work and its ramifications, the move to skills-based hiring, and finding a total rewards approach that drives culture are just a few of the complex topics that were addressed. Of course, the regulatory environment differs by country and dealing with organized labor is a challenge that is influenced by both social culture and government oversight. But, let’s be clear, no one was having an easy time with organized labor anywhere. Most of our problems are universal and these types of events are not only platforms to share best practices, but also therapy sessions for moral support.
It seems uncertainty was the only certainty upon which all agreed. However, there are some interesting observations from my perspective as an American not in Paris (Dublin, ok). The western economies and their sluggishness accounts for a great deal of the angst. We are in an undeclared recession in many economic sectors and inflation, while cooling, is still an issue.
I also thought the “Third World” as we used to “jingoistically” refer to it ain’t so third anymore. Many of the hottest markets and fastest-growing HR operations are on the East and West Coasts of Africa and in the Middle East. Not only are those economies growing, their investment in HR is growing exponentially. The western economies are struggling in EMEA and North America, so the “Old World” seems both old and tired and the “New World” here in North America seems less and shiny and not so new.
We all have the same problems, just different economic backdrops in which to address them. Gen Z was the topic of much conversation as a challenge but, in my opinion, not because they are necessarily bad. They are different. Yet, we are still trying to figure out how to communicate with them and manage them. There is some considerable static about their preparation for the workforce from a skills perspective, but we cannot be sure this is a long-term problem with the university system or simply a short-term phenomenon due to the home schooling period of the pandemic. In defense of this “so much younger I resent them” crowd, I don’t remember being all that prepared for work when I got out of Wharton and my diploma was not a cheap receipt to obtain.
As is often the case after the conferences, I have to report to our audience that I have more questions than answers. That is not a bad thing, by the way. Because I leave the conferences focused on the right questions and so do you. In between these gatherings is the time the real experimentation and innovation takes place. The cross pollination of ideas is a big win for all attendees and our think tank sessions facilitate some very deep and thoughtful discussions.
Our next strategic level HRO Today Forum in North America will be held April 30, 2025 to May 2, 2025 in San Antonio, TX. Be part of the conversation!
Elliot S. Clark
CEO
