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Se03   Staff education, motivation and retention - Dirk Elzinga
 

Se03 Staff education, motivation and retention - Dirk Elzinga

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    Se03   Staff education, motivation and retention - Dirk Elzinga Se03 Staff education, motivation and retention - Dirk Elzinga Presentation Transcript

    • Building Capacity Building Building Capacity Building ………… in Africa Dirk Elzinga ICCA Shanghai 2013
    • Are we fit for the future? The agenda: Africa Staff in perspective Motivation and Retention Generational Exponential Differences Growing Demand for Skilled Meeting Industry Staff What our colleagues in Africa had to say
    • Are we fit for the future? Presentation based on an interactive session about this subject during the 2013 annual conference of SAACI , the Southern African Association for the Congress Industry
    • Are we fit for the future?
    • Africa in perspective           Fast growing population, blessing and curse? In last 50 years from 230 million to 1.1 billion 2025: 1.4 billion; 2050: 1.9 billion (UN) Africa only region with growth after 2100 Average life expectancy 57 now ->67 in 2050 ‘Median’ age 19; rest of the world 37 Working population (25-59) 2010: 353 million, in 2050 increased to 892 million Shift in global workforce; Africa replaces China 1 of every 4 workers in 2050 is African But …. will they actually be employed?
    • (Business) tourism opportunities      Tourism now already largest contributor to economy in South Africa and other African countries Business events still very young industry ICCA Statistics: Africa (15% global population) hosts only 3% of international meetings Many African countries are ‘waking up’ and see -more- opportunities (Zimbabwe, Kenya, Nigeria, Ethiopia, Namibia, Rwanda, South Africa) Are we ready for that future?
    • Are we fit for the future? Industry managers participating in SAACI membership survey at 2013 annual conference:
    • Do HR issues sometimes give you sleepless nights? 1. Never 12% 2. Only now and then 65% 3. Frequently 23%
    • How much of your effective work time do you spend on HR issues (hiring, firing, training, problem solving etc.)? 1. < 5% 27% 2. 5-10% 34% 3. 10-20% 25% 4. >20% 14%
    • What HR issues are your biggest concerns? 1. HR administrative matters 11.7% 2. Staff recruitment 21.5% 3. Training and skills transfer 27.8% 4. Staff retention 9.9% 5. Staff problems; conflict management 20.7% 6. Staff retrenchment 8.4%
    • Is finding new, reasonably qualified staff for your company: 1. Relatively easy 8% 2. Not so easy at all but we manage 35% 3. More and more difficult 41% 4. Almost impossible, so we sometimes have to accept lower standards 16%
    • Do you think that unavailability of qualified staff slows down the growth of our industry? 1. Yes 87% 2. No 13%
    • Are we fit for the future?  Are we ready to say good bye to the baby boomers? (1946-1964; the 50+ generation)?       Optimistic Team orientated; we, not I Uncomfortable with conflict situations Sensitive to feed back Looking at the bigger picture Not so respectful of titles
    • Are we fit for the future?   Are we ready to say good bye to the baby boomers? What do we expect from our future staff and managers?
    • Are we fit for the future?    Are we ready to say good bye to the baby boomers? What do we expect from our future staff and managers? Where do we find them?
    • Are we fit for the future?     Are we ready to say good bye to the baby boomers? What do we expect from our future staff and managers? Where do we find them? How do we keep them; motivate them?
    • How do we keep them; motivate them?  Staff retention: different views  Staff motivation  Start with honest assessment of the situation All about communication, recognition Involve everybody Try to understand the needs  Significant differences between generations     Case studies: CTICC’s Post Graduate Management Practice and Passport to Success
    • CTICC’s training and skills transfer
    • Are we fit for the future?      Are we ready to say good bye to the baby boomers? What do we expect from our future staff and managers? Where do we find them? How do we keep them; motivate them? Do the characteristics of generations Y and Z actually fit in our industry?
    • Characteristics of generations X, Y & Z  X (1965-1978, 35-49):   Y (1979-1994, 19-34):   Positive; impatient; goal orientated; multi tasking; global thinkers; like flex hours; balance in life; technology savvy More confident; more social; street wise; no skills to deal with difficult people; belief in collective action; multi tasking; need flex hours; technology savvy Z (1995-present, up to 19)  Highly connected; life long users of the web, mobile phones, instant messaging; ‘digital natives’; sharing everything on-line; lack of interpersonal skills * Abby Wright-Parkes Marketing, UK
    • Are we fit for the future?       Are we ready to say good bye to the baby boomers? What do we expect from our future staff and managers? Where do we find them? How do we keep them; motivate them? Do the characteristics of generations Y and Z fit in our industry? Where do they acquire their skills and build their experience?
    • Are we fit for the future?        Are we ready to say good bye to the baby boomers? What do we expect from our future staff and managers? Where do we find them? How do we keep them; motivate them? Do the characteristics of generations Y and Z fit in our industry? Where do they acquire their skills and build their experience? Is Africa ready to cope with exponential growth?
    • Are we fit for the future?        Are we ready to say good bye to the baby boomers? What do we expect from our future staff and managers? Where do we find them? How do we keep them; motivate them? Do the characteristics of generations Y and Z fit in our industry? Where do they acquire their skills and build their experience? Are we ready to cope with exponential growth?
    • Africa Opportunities and Obligations        Global economic crisis is fading Africa performs way below potential Africa built a good track record Africa’s promotion and client support became more professional International Associations include Africa in rotation International trade fair organisers expect their future success to come from developing economies, including Africa Incentives are coming back
    • Opportunities and Obligations (2)       Tourism is THE sector propelling the economy Expectations are high Enormous growth-potential Business Events High Returns on Investment Substantial Employment Opportunities So ….. Up to our industry to deliver! South Africa Tourism Sector Strategy: * To be a top 20 destination by 2020 * To grow tourism contribution to GDP with 164% * To create 220 000 new jobs!
    • Job opportunities created by ICC’s 10 000+ Direct jobs 13 000+ Indirect jobs International Convention Centre Durban 4046 5281 Sandton Convention Centre (estimates) 3000 4000 Cape Town International Convention Centre 3103 3979 2012
    • Building Capacity in South Africa  New convention centres recently opened:     New centres on the drawing board:     East London Kimberley Port Elizabeth Tshwane Bloemfontein Cape Town (extension) Discussions have started about centres in:     Richards Bay Polokwane Stellenbosch Nelspruit
    • Building Capacity in Africa  New centres (on the drawing board):         Colombar (2012) Lilongwe (2013) Dar-es-Salaam (2013) Kigali (2015) Kampala (2016) Abuja (2016) Swakopmund (2016) Discussions have started about new centres in:      Mombasa Addis Ababa Bulawayo Vic Falls Maseru
    • Are we fit for the future? Back to the SAACI delegates:
    • Do you have a pro-active staff retention programme? 1. Yes 14% 2. Not yet, but we are working on it 52% 3. No, it has not yet been necessary for our organisation 34%
    • Does your company organise in-house staff training? 1. Yes 74% 2. Not yet 7% 3. No 19%
    • Are you frequently sending staff members to external training programmes? 1. Yes 56% 2. Not yet 15% 3. No 29%
    • Are you hiring international staff members because you can’t find the quality locally? 1. Yes 13.7% 2. Yes, but very seldom 15.7% 3. No, but we are considering this if challenges continue 13.7% 4. No 56.9%
    • Are you offering trainee opportunities to industry-students? 1. No 32% 2. Yes, to South African students 46% 3. Yes, to international trainees 4% 4. Yes, to both South African as well as international students 18%
    • Do you think that there are sufficient formal training opportunities in South Africa to prepare young people for a career in the business events sector? 1. Yes 16.5% 2. Reasonably ok and it is getting 33.8% better 3. No, but we have hope 30.8% 4. No absolutely not; we’re far off 18.8% the mark!
    • How often (per year) are you as manager allocating your time to participate in external training programmes (as guest lecturer/speaker etc.) 1. Actually hardly ever 39.2% 2. 1-2 days per year 32.4% 3. 3-5 days per year 16.2% 4. 1-2 weeks per year 4.1% 5. More than 2 weeks per year 8.1%
    • So, are we fit for the future? The future does not come for free! •Invest in training, education, skills transfer •Keep an eye on the changing environment •Coordinate industry efforts
    • Thank you!