The jobs most in demand in 2019 will not be related to the traditional professions, but rather to jobs linked to the digital economy. Even, there are several who until a few years ago did not exist and today are very well paid, being key to organizations.According to the World Economic Forum, currently 70% of tasks are carried out by people and 30% are left to technology. However, the ratio will be 50-50 in no more than five years. It even specifies that seven out of ten children who are currently in primary school will work in jobs that do not yet exist.The demand is such that the salaries of those professionals linked to the digital economy, particularly those of the IT sector, have grown 10 points above inflation in the last twelve months. That is, close to 60%.Nowadays, a company pays, for example, between 85,000 and 100,000 pesos per month for a senior technology profile, while a junior does not get for less than 50,000 gross per month.These context changes are far from being a matter of "futurology". On the contrary, it already impacts on the organizational charts of companies and generates new challenges when it comes to hiring and remunerating personnel. To the point that Human Resources departments are forced to adapt to new market needs and have to pay more for "4.0" profiles than for those associated with the "traditional economy".Maximiliano Schellhas, general director of Staffing of Randstad, is forceful when indicating that "there will be an important loss or reconversion of positions, in particular, the one of which they are in the middle of the salary pyramid"."Structures are flattened by the agility in processes and empowerment, and there is also a cost issue, which leads us to think of more flexible structures, in which we can adapt to outsource certain processes, to the home office and to everything that new generations ask ", explains iProUP.In fact, Randstad conducted a survey which shows that the advancement of new technologies has already had a marked impact, and resulted in the reassignment of personnel to new tasks.In this same direction, Mercer indicates that 75% of Argentine companies went through changes in their organizational design or are evaluating modifications in the short or medium term.From the new technologies and the increase in the demand for digitalization, different ways of working are emerging that put in check the traditional model of companies.The hierarchical structures in which people are grouped into "niches", according to their specialties -and obey a command and control culture exercised by an authority-, tend to be left behind in time.Currently, one in two companies recognizes that it implements "interdisciplinary cells". It is an organizational design that proposes more horizontal and dynamic structures, hierarchies are reduced and work teams change according to the needs of the business at that time.Specifically, says Ivana Thornton, director of Career of the consultancy for Argentina, Paraguay and Uruguay, "they were transforming positions that already existed, for example, marketing to digital marketing.""Deep changes in the organization charts will be seen, as well as what is currently observed with certain types of projects, organizations will be mutating to less hierarchical structures, to a greater work by cells and by type of projects," he affirms. iProUP.Matías Saladino, HR Manager of Accion Point, shares this advance: "The organization charts are losing verticality and gain horizontality, new trends are incorporated, such as work cells, thus improving a more conservative version of work by projects".The expert adds that each cell has "a 'mini' organization chart for each of the developments it serves and is often leveraged with practices such as agile methodologies, such as Scrum."The increasingly accelerated development of machine learning and Big Data have generated the need for new job positions.For Miguel Alfonso Terlizzi, president of Hucap, "the advance of technology impacts in all areas, since it aims to simplify processes, increase productivity and work performance"."The jobs will undergo strong transformations, therefore, the structures, organizational charts and 'persograms' will be more dynamic and flexible, less functional, more matrix and agile," he adds.From capitalism to "talent"In this new era of digital transformation, many positions will have as required competencies the domain of analysis and decision making based on information provided by artificial intelligence systems, which will generate important changes in the ways of working.Today, companies value diversity, the multiplicity of tasks, the ability to acquire new skills, so they aim to assemble groups with those who have training, different views and willingness to learn.Mauro Busso, general director of the Chamber of Software and Computer Services Companies (CESSI), assures that companies, regardless of size, have begun to look for talents oriented to cognitivity and are mutating from a top-down structure to a horizontal one."This means that priority is given to employment in collaborative spaces, coworking and the creation of expanded and ad-hoc teams, producing a paradigm shift towards a model based on digital nomads," the expert explains to iProUP."The world is in an interesting race for talent, under the premise of the transition from capitalism to talent," he specifies.This new scenario requires a redesign of corporate practices, particularly Human Resources, as well as a review of its value proposition, which includes everything from the adjustment of salaries and compensations to career and welfare plans.More and more companies have a differential recognition and compensation system for those who participate in these cells. "When we talk about compensation tools, we refer to prizes, bonuses or extraordinary payments," says Thornton.New positions, new salariesThe digitalization and automation of processes go through the entire organization and generate the need for new profiles to respond to current requirements.According to the executive of Mercer, these positions are highly sought and, consequently, their salaries are different from the "traditional" ones.For Javier Carrara, Director of People of Everis Argentina, the high demand for these positions and the limited available offer of experienced profiles to cover these positions mean that those who are linked to the "digital economy", or the so-called "4.0" employees, quote more in relation to the charges for which the offer is higher."The areas of systems as well as marketing and communication are the ones that are transforming most rapidly, such as data science, big data architects, social media manager, community manager, online marketing directors, ecommerce managers and new technology programmers. they are increasingly sought positions, which are gaining strength in almost all industries, "he says.Matías Saladino, of AccionPoint, complements: "The systems departments have acquired a relevant role that they did not have before as such, among them, mention should be made of software development tasks".In his vision, the areas that experienced the most changes are those of services: "They had to adapt to the demands and demands of users, for example, the vast majority had to do mobile apps."María Fernanda Álvarez Apa, People & Change consulting manager of PwC Argentina, tells iProUP that there are companies that are creating a division that is specifically responsible for data analytics."It is the 'guardian' area of ââthe data, it is in charge of gathering and formatting all the information so that each area of ââthe company can extract revenue from its management," he explains.On the other hand, some positions related to new technologies, the creation of complex algorithms and the definition of the type of innovation to be used in order to achieve certain objectives (technological architects), are very high in the current work world."Informatics and the development of management, organization and security systems are increasingly important, which is why these professionals usually earn between 20,000 and 25,000 euros a year in Argentina, even though their salaries are well below what they earn. they can charge in Europe or the United States ", clarifies Carrara.Despite the good remuneration paid by the market to the "professionals 4.0", the person in charge of Randstad warns that it is difficult for companies to cover positions of this type."It is very difficult to find technology profiles that are not working," says the expert, and adds: "We have plenty of accountants, lawyers, communication staff, but in technology the market is almost in full employment."Know how to adaptMara Schmitman, CEO of Schmitman HR, emphasizes that companies are increasing their commitment to management positions."Project managers, office managers, HR and all the middle managers or those who have to do with leadership have greater relevance every day, and the position of the IT Recruiter is also being re-evaluated, especially if it speaks different languages ââand manages metrics. of the market, "he explains to iProUP."A human resources manager of a horizontal company can receive a salary of $ 200,000 gross, while a recruiter of technological profiles, about $ 85,000 gross, to this is added all the benefits proposed by the company," says Schmitman.Linked with this, it can be said that not only the posts have changed, but also the demands of the organizations. "They look for collaborators or professionals who have the capacity for flexibility and who know how to adapt to changes quickly", emphasizes the Hucap spokesperson."Many new knowledge begin to be basic and exclusive to develop in many professions," they say in Randstad.For now, all the experts consulted by iProUP agree on something: the world will require more and more information architects, developers, creatives, programmers, analysts, platform specialists, computer security and digital marketing.In return, will require fewer administrators, operators and those who perform routine tasks that will be in hand with new technologies. You have to be prepared for it already.