Towards New Work Paradigms: Inclusion, Digital, Sustainability, Hybrid Organisations

This study analyses the impact of pandemic on new work organisation with a focus on digital platforms and infrastructures in companies and organisations. In this context, the relationship between technological change and work is central, to be observed from various points of view and not only in terms of quantity and quality of employment but also in terms of skills, training, industrial relations, collective bargaining, and newly-organising work. The impact on the labour market is important. The company of the future moves in the wake of a new economic model in which there is a newfound responsibility towards the environment and people, both of whom are once again central to the production process. On this point, the role of national and decentralised collective bargaining is central, and can affect the assessment of workers' skills in a twofold direction: On the one hand, the introduction and implementation of remuneration systems, in terms of rewards and incentives, based on a certification of skills and related to the professionalism expressed by the individual employee; On the other, the agreement of direct and structural interventions on the personnel classification system. In this context, the issue of valorising talent is becoming increasingly central also for companies. The organisational change of processes and "era", as illustrated in this work, which redesigns relationships within the company with a view to greater involvement and empowerment of the worker, requires companies to review and rethink well-being as well as corporate benefits. The changes that organisations must prepare, in light of innovation, however, require investments to deal with the reforms envisaged by the National Recovery and Resilience Plan which impact on the economic and social system of Italy. The measures envisaged by the PNRR are urgent and structural and will have to guarantee the implementation and maximise the impact of the planned investments, to encourage the restart of the Italian system, noting that the impacts deriving from the implementation of the measures contained in the Plan have been assessed in terms of GDP up to +3.6% in 2026. In this process, the Competence Centres will always assume a crucial role, becoming protagonists at European level. These are benchmarks of excellence created to carry out guidance, training and innovative projects that can be of help to Italian companies. Keywords: Labour market; Collective bargaining and industrial relations; Gender equality; Inclusion and welfare; Development plans; Transition.