The future of work to 2030: prepare scenarios

Forecasts help prepare decisions but do not describe observed outcomes. The World Economic Forum Future of Jobs Report 2025 examines employer expectations for 2025-2030. It replaces 2023 projections with a different horizon used in this article.

Do not combine numbers from different editions or interpret an automatable task as a job that will certainly disappear.

Consider factors beyond technology

Economic conditions, demographics, the energy transition and organisational choices also affect work. Effects vary across sectors, countries and roles.

Map three scenarios: continuity, gradual transformation and accelerated change. Describe demand, skills, resources and signals that would justify reviewing the plan.

Analyse tasks before redesigning roles

A role combines tasks, decisions and relationships. Automating one part can change responsibilities without removing the role. Assess quality, safety, exceptions and human supervision.

For example, drafting learning content with AI does not remove technical validation, audience fit or learning follow-up. This is an illustration, not a customer outcome.

Turn gaps into learning plans

Define required skills and available evidence. Prioritise relevance to work, combining learning, practice and experienced colleagues support.

In GFoundry, skills tagged in learning, recognition and evaluation contribute different signals. Course completion alone does not establish skill mastery.

Plan with a decision matrix

Instead of unsourced automation percentages, connect needs to evidence and action.

Need	Evidence to gather	Possible action
New tools	Tasks, errors and difficulties.	Learning and supervised practice.
Role changes	Responsibilities and required skills.	Development plan with the manager.
Knowledge transfer	Critical knowledge and availability.	Mentoring and documentation.
Higher demand	Capacity, workload and priorities.	Reorganisation and hiring where needed.

Track progress and quality

Set a baseline, period and owners. Combine participation and completion with observable work outcomes. Compare similar populations and record other changes.

The objective is preparing people for new demands; more clicks or learning hours alone do not establish better performance.

Review the plan as context changes

Review periodically with teams and managers. Record confirmed findings, uncertainties and decisions needing more evidence. Update learning and support needs.

Prepare managers to support the transition

Use clear goals and feedback conversations. Role-Play Coach supports voice or written practice in defined scenarios with structured feedback. Practice complements experience and human support.

Connect learning and knowledge

Learn organises content and programmes; Communities support sharing. Learning Designer prepares proposals and content from a PDF or brief, with confirmation and review before publishing. It does not automatically generate VR/AR simulations or videos.

Add context to talent decisions

Premium People Intelligence organises workforce insights and Talent Insights adds individual context. Talent Strategist explores talent questions. These are distinct uses, with sources, dates and coverage to check.

Talent Insights supports mentoring programmes. GFoundry suggests pairs automatically for HR review and approval; projects using this service require Premium.

Choose a scope you can execute

GFoundry combines learning, goals, evaluation, recognition and communication. It can replace tools for these processes and complement administrative HRIS. Integrations need defined scope; do not assume payroll, recruitment or external project management.

Start with a pilot and owners. Explore agents and services and compare plans to connect the scenario to specific capabilities.

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The future of work to 2030: scenarios, skills and action