• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
The Future Workforce
 

The Future Workforce

on

  • 3,693 views

A view of the workforce of the future. Based on a presentation given to the Defence Industry in 2007.

A view of the workforce of the future. Based on a presentation given to the Defence Industry in 2007.

Statistics

Views

Total Views
3,693
Views on SlideShare
3,679
Embed Views
14

Actions

Likes
4
Downloads
203
Comments
4

3 Embeds 14

http://www.slideshare.net 10
http://www.blogger.com 2
http://www.linkedin.com 2

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel

14 of 4 previous next Post a comment

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

The Future Workforce The Future Workforce Presentation Transcript

  • Developing the 2012 Generation of Human Capital Maria Koromila and Marc Humphries 11th SEPTEMBER, LONDON Defence Systems and Equipment International Exhibition 2007
  • Introduction
  • Meet Your Speakers…
    • Marc Humphries
    • Atos Consulting
    • Baby Boomer
    Maria Koromila Atos Consulting Generation X
  • … Please Meet Your New Team Member
    • Has spent around:
    • 5,000 hours reading
    • 10,000 hours online and gaming
    • On an average day will consume:
    • 2,500 calories
    • 3 litres of drinks
    • 30 GB of digital information
    • In 2012…
    • Will be arriving with a Batchelor’s or Master’s degree to a Business Unit like yours
  • Baby Boomers Seniors Generation X Generation Y – 2012 workforce
  • The 500 largest companies will lose 50% of their senior managers in the next 5 years 2006 Bersin Associates Research
  • The average time with an employer in the US and UK is 3 years. For 18-24 year olds it is 18 months 2006 Bersin Associates Research
  •  
  • 30 Million active users Founder is 23 years old… Valued at $1 Billion
  • Fast Forward to 2012 “… it’s like having a 3 Billion strong R&D team!”
  • Once Upon a Time the World Was Spiky..…
    • Opportunities were not equal
    • Information was not easily transferable
    • Emerging economies were not significant
  • In the Mid 1990’s – things started to flatten… Opening of emerging economies Shift in Global Demographics Technology Everywhere
  • Emerging Economies… Gross Domestic Product measured in US$ equalised for purchasing power parity Since 1960 the world’s wealth began to spread creating vast new markets and economies 2015 1960
  • Shifting Demographics… New burgeoning middle class in developing economies As populations age in the developed countries – new generations explode in the emerging economies Populated World Physical World
  • Shifting Demographics… We’re fishing for talent in an ever smaller pond
  • Skills Shortages in ICT…
    • 42% decline in UK University 1 st Degree admissions 2001 - 2006
    • 72% increase in ICT job vacancies
    • 62,000 jobs trying to be filled by 10,000 graduates
    • 50% of post graduate students are foreign – who return home.
    • We are training and educating our competitors
  • Technology Everywhere… We’re all connected…
  • In Other Words – Organisations Must…
    • Start thinking about the “China Price”
      • New market of 200 Million middle class consumers – but at up to 1/10 th the transaction size
      • Look to reduce cost structures by up to 50%
    • Innovate More Quickly
      • Increase the frequency of introducing new products
      • Allow their customers to co-create
    • Globalise their Talent Base
      • Demographics are shifting
      • Home talent pool is shrinking
      • Foreign talent pool can stay at home
  • Defence Industry Challenges in 2012
    • Global industry trends (The China Price) will impact defence contractors and their supply chains
    • Demographics in the developed world
    • Talent at home will be shrinking – but will be expanding globally
    • Effectiveness of traditional organisational structures
    • The 2012 generation will have particular characteristics
    • When is your “Human Capital Millennium Point”?
  • Meet Your New Team Member “… Me, Ltd”
  • Yes No Don’t Know
  • In Terms of Their Upbringing They…
    • Generation Y or Millennials
    • Are the most pampered and nurtured generation ever
    • Are used to having their needs satisfied
    • Have been programmed with activities since pre-school
    • Have been laced with self esteem and the right to challenge authority
  • They are True Digital Natives…
    • Technology savvy
    • The internet and mobile technology have always existed
    • They thrive on hypertext and random access
    • They work best when networked and in collaboration with peers
    • They can multi-task with ease
    • They thrive on instant gratification and reward
    • Games provide serious learning as well as being fun
  • In Their Career They…
    • Will have lofty financial and personal goals.
    • Will expect to earn very high salaries before they are 30
    • Will not consider their employer as their career
    • Will be entrepreneurial – work for you by day but be a CEO of their own company at the weekend
    • May decide to join your organisation because they want to and you can satisfy their needs
  • In the Work Place They…
    • Have high expectations of themselves and even higher expectations of you
    • Seek opportunities to continue learning and developing
    • Want immediate responsibility and immediate feedback
    • Are goal orientated
    • Are high performers but also high maintenance
    • Will want to use or replicate their own technology in your organisation
    • May only be with you for a couple of years – max!
  • “ You Want Me To Work This Weekend?” “ No problem boss” “ Okay – but I think we need to discuss this” “ This sucks and I’m going to tell all my friends on Facebook about it”
  • They are Connected and Create Content…
  • The 2012 Career Will be Characterised By…
    • Employment “contract” less valid
    • Careers are less organisational
    • Career changes are more frequent
    • Career paths are much less linear
    • Self-directed career strategy
    • Self-directed careers begin with a clear sense of identity (who you are, what matters most)
  • The Protean Career Psychological success and purposeful work Position in hierarchy and Salary Success Factors Satisfaction and Personal Commitment Organisational Commitment Key Attitudes High Lower Degree of Mobility Freedom and Growth Promotion Core Values Individual Organisation Who’s in charge? Protean Career Traditional Career Issue
  • How Will Your Organisation Manage? “… visit our office in Second Life”
  • Here’s What We Think Learning and Development Talent Management Recruitment Policy and Procedures Reward and Recognition
  • Recruitment “ As boomers retire, employers find themselves fishing for talent in a puddle instead of a pool” Seattle Post Intelligencer
  • Recruitment – you must be
    • AVAILABLE
      • Are you in the right place to reach your target recruitment market?
      • Where does your target market “hang out”?
    • ATTRACTIVE
      • What are you doing to make people want to join you?
      • Do you understand what people want?
    • APPROACHABLE
      • How do you reach out to potential recruits?
      • How do you create and sustain relationships?
  • Recruitment – Available
    • Look at new channels to reach your potential recruits
    • HP, Microsoft and Verizon recently took part in a recruitment fair on Second Life
  • Recruitment – Attractive
    • 50% of UK graduate recruits leave their organisation within two years
    • Really think about the needs of your new generation workforce – and then meet them
    • Learning and Development is the new currency – not just a salary!
    • Work hard to build a “Brand”
    • Small things will be big things
  • Recruitment – Approachable
    • Get people hooked into your organisation before they start looking for a job
    • Use formats they will engage with – interactive games – mobile alerts – Web 2.0
    • Create Blogs where your existing staff can document their working experiences
    • GCHQ use an online game format to engage potential recruits and give a taste for their activities
  • Talent Management “ One day companies will wake up and ask “Where have all the people gone!”” Andy Peck
  • Corporate Demographics in Developed World 25-34 55-64 35-44 45-54 Numbers
  • RN Naval Engineer Officers
  • US - Defense Contract Management Agency
  • Traditional Talent Management… Recruit Deploy Develop Retain Traditional focus when resources are scarce
  • Traditional Talent Management Recruit Deploy Develop Retain £40K Salary £60 K acquisition cost… £5 K to keep her… + = £65 K How much do we invest in these?
  • Building Talent… Align Engagement Capability Performance Deploy Develop Collaborate Training Coaching Mentoring Peer Learning Action Learning Passionate People Agile workforce Lateral career paths Career partnering Flexible Social Network Analysis Instant Messenger Critical connections User created content Stretch assignments Virtual connection
  • Remember our New Team Member? Align Engagement Capability Performance Deploy Develop Collaborate Training Coaching Mentoring Peer Learning Action Learning Passionate People Agile workforce Lateral career paths Career partnering Flexible Social Network Analysis Instant Messenger Critical connections User created content Stretch assignments Virtual connection Want immediate responsibility… Seek opportunities to continue learning and developing Have high expectations of themselves and even higher expectations of you Work best when networked and in collaboration with peers Looking to satisfy their needs Will be entrepreneurial … seek immediate feedback Technology savvy
  • Corporate Demographics in Developed World 25-34 55-64 35-44 45-54 Numbers Critical Skills Analysis Knowledge Capture Flexible Employment Succession Planning Leadership Development Branding Recruitment Training
  • Six Questions To Ask Of Your Organisation Which segments of our workforce create the most value for us? Which areas of our organisation will be most impacted by impending waves of retirement? What skills do we need over the next five years that we don’t currently possess? What are the ‘pressure points’ in the talent market? How are we developing, deploying and engaging key talent? Are we actively developing complete talent portfolios & are we clear about the financial implications of our decisions?
  • Learning and Development “ We must embrace new technology. Why ban mobile phones and iPods instead of using them... We need to get to a stage where IT is as integrated into learning as pens are.” School Teacher from Kent
  • How Our Children Will be Educated in 2012 Microsoft “Building Schools for The Future” 2006
  • Schools are Teaching 21 st Century Skills
    • Information and media literacy skills
    • Communication skills
    • Thinking and problem solving skills
    • Critical thinking and systems thinking
    • Problem identification, formulation and solution
    • Creativity and intellectual curiosity
    • Interpersonal and collaborative skills
    • Self-direction
    • Accountability and adaptability
    • Social responsibility
  • 21 st Century Delivery Blogs Wikis White boards IM VOIP Video Conf Email Forums Podcast Vodcast Work space Surveys Workflow Home PDA Phone School PC Library Street Cafe Parents Teachers Community World of Work
  • And Then They Start Work… Scheduled Courses One size fits all We have e-Learning X We’ll ban a few things…
  • Think about… Learning in Teams Put learning everywhere Collaborate on content Connect! Serious games Immersive simulations Context
  • Beyond Training…
    • Place people in jobs that stretch them from day 1
    • Provide experienced mentors, coaches and guides
    • Use action learning to solve real immediate business issues
    • Assign tasks and roles that give a wide range of challenges and experiences
    • Be creative and look to provide experience outside of your organisation
  • Defence Career Partnering (DCP)
    • DCP is an initiative to be piloted in early 2008 and sponsored by VCDS
    • Allows MoD staff to spend time with industry partners – and vice versa
    • Aligned competencies and career planning
    • 6-12 month secondment
    • Early examples include Signals staff and senior DE&S procurement post being placed with BT
  • Likely Challenges…
    • Recruitment – will you have to look overseas?
    • Technology and communication – does your firewall help or hinder?
    • Security
    • Organisational Culture
    • Career paths – will your three year graduate programme still work?
    • Reward and Recognition – is it future proof?
  • Developing the 2012 Generation of Human Capital Maria Koromila and Marc Humphries 11th SEPTEMBER, LONDON Defence Systems and Equipment International Exhibition 2007