In the future, talent leaders will find themselves managing fewer standardized assumptions and practices that can be benchmarked, as more emergent and fluid models force them to constantly adapt. The traditional, smooth intersecting processes of recruiting, on-boarding, developing and retirement that make up the hire-to-retire cycle will be supplemented by additional entry and exit points. During the next decade, we may find the hire-to-retire cycle itself should be retired, as new models of work and work relationships outpace traditional employment.

Here are 10 concepts that will shape tomorrow’s organizations.

Transparency and trust: As organizations pull out of the Great Recession, they may find their reputations as reliable employers permanently tarnished by layoffs and a slow return to hiring. Boomers may feel it is time to call in promises made against frozen wages and other concessions. Employers that articulate and demonstrate accountability to their promises will be the most likely to attract and retain talent.

“Authenticity and transparency, aka honesty and truthfulness, are the new communication standards for the future,” said Sara Roberts, co-author of Light Their Fire and president/CEO of Roberts Golden, an organizational change consulting firm. “In a WikiLeaks era, privacy is an elusive goal. While it’s always been unbecoming and costly to be caught in a lie, the risk of false or partial disclosure is even greater now. The discovery of the truth can be accomplished in the push of a button. Honesty is a good policy not just because we’re forced to do it in this Internet era, but also because telling the truth demonstrates respect for one’s audience and gains people’s trust.”

Out-tasking: Outsourcing is passe, but it will continue. Outsourcing will be joined by out-tasking, which farms out small projects and tasks to specialists and generalists. Budgeting, managing and vetting out-taskers will become a critical skill as options increase, coordination costs rise and the impact on the organization in terms of dollars and people involved escalates. Organizations will need to evaluate risks associated with agreements with individuals who they may never meet. Making sense of online reputations will be a new core competency.