The benefit of learning together with your friend is that you keep each other accountable and have meaningful discussions about what you're learning.
Courtlyn
Promotion and Events Specialist
June 16, 2022
6 weeks, online
4-6 hours per week
US$2,600 US$2,392 or get US$260 off with a referral
Our participants tell us that taking this program together with their colleagues helps to share common language and accelerate impact.
We hope you find the same. Special pricing is available for groups.
The benefit of learning together with your friend is that you keep each other accountable and have meaningful discussions about what you're learning.
Courtlyn
Promotion and Events SpecialistBased on the information you provided, your team is eligible for a special discount, for Future of Work: Leading Modern Workplaces starting on June 16, 2022 .
We’ve sent you an email with enrollment next steps. If you’re ready to enroll now, click the button below.
Have questions? Email us at group-enrollments@emeritus.org.Modern workplaces have been undergoing significant transformations and the pace of change has been accelerated by developments in the new decade. Technological advancements and globalization have caused significant shifts in worldwide labor trends, leading to an increasingly global and mobile workforce. As the labor-technology equilibrium evolves, organizations must keep in line with the change and empower employees to address skills gaps and meaningfully integrate technology in their work lives.
of projected gross volume to be created by the gig economy by 2023.
of their workforce is incapable of adapting to the new world of work, say senior global business leaders.
Wharton’s Future of Work program is designed to provide senior business leaders and HR professionals with a reliable framework to successfully navigate changes in modern workplaces. This program will enable you to:
This program has been designed to provide senior leaders and HR professionals with the necessary understanding of the realities of today’s workplaces. The program addresses the factors that impact the labor market and paints a broad picture of the technological and social changes that are causing the workplace revolution.
Gain an overview of the eight major forces that are impacting present day workplaces, and broaden your awareness of the less visible but powerful trends shaping the future of work. Assess your organization’s readiness to embrace change and anticipate new challenges.
Examine the trends and implications of an increasingly global and mobile workforce and what organizations can do to harness this moving talent.
Technology Determinism is the theory that social progress is inevitably driven by technology, and that society cannot shape the consequences of technology. This module argues that you have more choice about the inevitability of technology than you may think. By revisiting lessons from the history of automation scares and analyzing current perspectives on technological change, you will discover the options you have for managing talent in an evolving workplace.
Develop an understanding of how you can expect AI to change your HR needs in the coming decade. The questions you’ll explore include: How is technology changing and what does that mean for the future of work? Given the rapid pace of change in skills, what are managers going to do to prepare their workforces? How are employers going to compete in a skill-biased economy? How will employers make decisions around reskilling existing workers, building or buying AI, and determining what jobs to outsource?
Examine how employment models and performance management are evolving in the digital (era with a focus on the on-demand or gig economy) and what managers can do to successfully navigate these changes.
Understand the implications of integrating AI into the talent recruitment process and explore emerging solutions to overcome the challenges of AI-based hiring.
Gain an overview of the eight major forces that are impacting present day workplaces, and broaden your awareness of the less visible but powerful trends shaping the future of work. Assess your organization’s readiness to embrace change and anticipate new challenges.
Develop an understanding of how you can expect AI to change your HR needs in the coming decade. The questions you’ll explore include: How is technology changing and what does that mean for the future of work? Given the rapid pace of change in skills, what are managers going to do to prepare their workforces? How are employers going to compete in a skill-biased economy? How will employers make decisions around reskilling existing workers, building or buying AI, and determining what jobs to outsource?
Examine the trends and implications of an increasingly global and mobile workforce and what organizations can do to harness this moving talent.
Examine how employment models and performance management are evolving in the digital (era with a focus on the on-demand or gig economy) and what managers can do to successfully navigate these changes.
Technology Determinism is the theory that social progress is inevitably driven by technology, and that society cannot shape the consequences of technology. This module argues that you have more choice about the inevitability of technology than you may think. By revisiting lessons from the history of automation scares and analyzing current perspectives on technological change, you will discover the options you have for managing talent in an evolving workplace.
Understand the implications of integrating AI into the talent recruitment process and explore emerging solutions to overcome the challenges of AI-based hiring.
This program gives senior leaders and HR professionals the opportunity to examine assumptions, facts, and myths about the future of work. With the help of this workbook, you can analyze the eight major forces that are impacting today's workplaces. It consists of eight worksheets, one for each force. You are encouraged to revisit the workbook every week as you progress through the various modules.
1. Skill gaps and changing labor markets
Evaluate skill gaps in your organization and analyze your actions to address the gaps.
2. Automation
Discuss automation and its impact on jobs.
3. Demographics
Analyze demographic trends in the U.S. and the rest of the world.
4. Employee expectations
Recognize what people seek from work and what motivates them.
5. Workplace
Consider evolving models of work including work-from-home and work-from-anywhere.
6. Employment models
Explore new employment models, including gig work and shamrock organizations.
7. Machine learning and AI
Gain insights into how AI and ML are impacting the current nature of work.
8. AI in Recruitment
Learn how AI can be integrated into recruitment and talent management process.
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Learn how Google uses detailed search data to determine which candidates to target during the hiring process.
Garner insights from various remote-only organizations and create a use case for how you may approach managing work teams and conflict in an all-virtual environment.
Discover how this tech company uses video game behavior and performance to assess candidates’ personality profiles.
Discover how MobSquad built a business model to help U.S. companies work around restrictive employment-related visa policies that impeded the businesses’ ability to retain or scale technology talent. Apply learnings from MobSquad into the design of remote-work strategies for your organization.
Learn how this website for IT developers enables employers to recruit technical candidates based on how they are perceived by the broader developer community in terms of level of expertise in resolving questions.
Discuss Uber’s strategy to do detailed data analyses on customers using its cab hailing app to scout for potential employees. Also, understand recent regulations, including AB-5 and Prop-22 in California, that mandate companies like Uber to extend employee status to gig workers.
Learn how Visuals by Impulse harnesses the talents of a global mobile workforce. Analyze the company’s strategy for overcoming constraints of physical space by hiring remote workers around the globe and apply these insights to your organization.
Note: All product and company names are trademarks or registered trademarks of their respective holders. The study of these products and/or companies does not imply any affiliation with or endorsement by them.
John Paul MacDuffie, PhD
Exequiel Hernandez, PhD
Prasanna Tambe, PhD
Lindsey Cameron, PhD
John Paul MacDuffie, PhD
Professor of Management, the Wharton School
John Paul MacDuffie is professor of management at the Wharton School, University of Pennsylvania, and director of the Program on Vehicle and Mobility Innovation (PVMI) at Wharton’s Mack Institute for Innovation Management. His research focuses on human resource management systems, managing people over distance, organizational learning, and collaboration. He is a founding board member and current president of the Industry Studies Association, co-curator of the Automotive Transformation Map of the World Economic Forum, and a former member of the Automotive Experts Group at the Federal Reserve Bank. Professor MacDuffie has a PhD from the MIT Sloan School of Management and a BA in Sociology from Harvard University.
Exequiel Hernandez, PhD
Max and Bernice Garchik Family Presidential Associate Professor of Management, the Wharton School
Exequiel (Zeke) Hernandez studies the globalization, innovation, and performance of organizations. His research interests include global networks, immigration, mergers and acquisitions, and knowledge management. He has received several teaching excellence awards and was recognized as a Best 40 Under 40 Professor (2019) by Poets & Quants. Professor Hernandez has a PhD from the University of Minnesota and a BS in Accounting and Master of Accountancy from Brigham Young University.
Prasanna Tambe, PhD
Associate Professor of Operations, Information and Decisions, the Wharton School
Prasanna (Sonny) Tambe researches the use of data science and AI for human resources applications, as well as the economics of labor markets for high-tech workers. His published papers have analyzed data from online job sites and other labor market intermediaries that generate databases of detailed information on employers’ job requirements and workers’ skills. His research has won several awards, including Best Published Paper in the journals Information Systems Research and Management Science. He is a co-author of the book, The Talent Equation: Big Data Lessons for Navigating the Skills Gap and Building a Competitive Workforce. Professor Tambe has a PhD in Managerial Economics from the Wharton School, and SB and a Masters of Engineering in Electrical Engineering and Computer Science from the Massachusetts Institute of Technology.
Lindsey Cameron, PhD
Assistant Professor of Management, , the Wharton School
Lindsey D. Cameron researches how changes in the modern employment landscape, including variable pay, short-term job contracts, and machine learning, are affecting work and workers. She recently completed a four-year ethnography of the ride-hailing industry — the largest employer in the gig economy — exploring how algorithms are fundamentally reshaping the nature of managerial control and how workers navigate this new workplace. Her work has won several awards and honors, including the Industry Studies Dissertation Award (2021) and the Likert Dissertation Prize (2020). Professor Cameron holds a PhD in Management from the University of Michigan, an MS in Engineering Management from the George Washington University, and an SB in Electrical Engineering and Computer Science from Harvard University.
Upon successful completion of the program, you will earn a digital certificate of completion from the Wharton School.
Download BrochureNote: After successful completion of the online program, your verified digital certificate will be emailed to you in the name you used when registering for the program. All certificate images are for illustrative purposes only and may be subject to change at the discretion of the Wharton School.
This online certificate program does not grant academic credit or a degree from the Wharton School of the University of Pennsylvania.
Flexible payment options available.