The reason for the topic to speak on. The world is changing. Today there are 7 billion of us living on Earth. By 2050, there will be 9 billion. Our children will live up to 97 yos and their children will live up to 106 years.
We won ’t experience 100 years progress in the 21 st century, it will be more like 20,000 years of progress at the today’s rate. Ray Kurtwell Scientist. Coming years, AI will revolutionize homes, work places and lifestyles. Virtual worlds will become so realistic that they will be competing with the physical world. The futuristic career will be part of our lifestyle to stay on par.
The future will range from predictable demographics shifts to bizarre futuristic technologies that impact workforce like who knows when the Star wars will. Enterprises will face radical transformation process if lack of both the resources and capabilities upon facing competitive markets. Everything becoming more fractual and more interconnected. 5 years ago, top 10 jobs did not exist . Social Manager basically tweet, blog, facebook, linked in to create more business. Singapore society is facing some manpower struggle. How do we fill these gaps at the same time do a service to the society? As mentioned,
Recruitment is no longer living in a bubble. Future World. Global Think tank. Over the last 30 years, the way we do business change, the way we interact with consumers, with candidates, it used to be high hierarchy, it is all about rules, rigid. The Total Quality Management. And it move into the big services, the information, computer started. It is now more fractual, more disconnected, but it is much more about relationship, the engagement and how we conduct. it is how we Performance used to be predictive, now it is dynamic volatile. There are a few excellence consequences how to work with the changing world. How we surf the wave. We can ’t underestimate the power of trust, the time of engagement the emotional engagement we need with consumers and candidate. The Glassdoors.
And the city-state is getting more crowded over the years. The total population per square kilometre has more than doubled from 3,538 in 1970 to 7,257.
Women are part of the untapped workforce that employers need but often side-step
Singapore society is facing some manpower struggle. How do we fill these gaps at the same time do a service to the society?
Simply we would have to target old new workforce. Almost all (98%) the women surveyed were interested to join the workforce. This was not surprising as the workshops were more likely to attract participants who had some intention to work. Enabling women to continue to go back to their dream jobs while caring for not only children, but [also] aging parents. Woman have the choice, as do men, to make a change if something is not working for them or if they find their priorities have changed. But usually, women are the one most willing to take sacrifices despite climbing the corporate ladder for their family. Simple men and women are made so differently. Via research made via Edi Three Legged Many housewives who are keen to go back to the workforce either supplement or create a dual-income family. It is true that each woman makes her choices about the work/family dilemma. If you want to shatter the glass ceiling and work in the uber competitive upper level, then you have to sacrifice something, usually family time. Men have always made those choices. o one ... not men, not women can "have it all." There are always trade-offs in this world and if one chooses to shatter the glass ceiling, one can also choose it's not right for them afterwards without being accused of 'whining' or being made to feel less.
The most commonly cited reasons holding the women back from joining the workforce were the: lack of suitable jobs near their homes (45%); lack of part-time working arrangements (40%); and lack of required qualifications or skills (35%).
Women are part of the untapped workforce that employers need but often side-step
In a family life, what do you want? Primarily there are 3 aspect to fulfill the society wish.
It is an old game new way of playing. Re invent. Create a Need. Make you very employable. Push the Needs and Wants. It is long due for reinvention.
As a humanitarian, I have always believe on the effectiveness of the cross pollination skill sets as an effective way to optimize talent, build teamwork, and keep people stimulated. When people have a broader understanding of various roles and functions, they not only increase their own skills, they become more sensitive to the needs of others and they come to value each other more. They also gain a fresh perspective about their own roles. I experienced this twice as a worker bee, once in Japanese firm at Matsushita Panasonic and countless in retail. There were positives and negatives both times. The quality of the experience depends interpersonal dynamics and politics. If you introduce this as a learning model you need to have an atmosphere of trust and mutual respect. Otherwise people will not share knowledge openly. The organization's intentions have to be clear and they can't change mid-stream or trust will be broken - and it can take years to get it back....
The creation of employment it being necessary to broaden its role in creating more jobs. This provision of activities will generate income which will drive local development and contributing to the development of a person. It is necessary to generate an economic model which will reduce social inequalities That means the rest of us — society as a whole — can do an enormous amount to influence their development. To get the whole society united to create the progress of our nation – a Singaporean Core.
What is happening to business in the 70s> Products and Quality. Performance use to be predictable used to be responsive. It is formed in a hericharchy way where Total Quality Management etc.Things will be moving faster, We won ’t experience 100 years progress in the 21 st century, it will be more like 20,000 years of progress at the today’s rate. We discussed before that HR must rid themselves of tasks that can be outsourced. Reduce cost. Invest their time strategically.
Transcript of "C women back to workforce "
Women Back WorkforceWomen Back WorkforceBegins with U from your communityBegins with U from your communityChristie Khoo,Christie Khoo,CEO Search Pte LtdCEO Search Pte LtdFuture Employment PapersFuture Employment Papers
AcknowledgementAcknowledgement Emerald Editorial in HRMEmerald Editorial in HRM
Today there areToday there are 7 billion7 billion ofofususliving on EarthBy 2050, therewill be9 billion
Our children will live up toOur children will live up to 9797Their children will live up 106
Our hunger for food will riseOur hunger for food will rise50 %
Our need for energy will riseOur need for energy will rise40 %
By 2050 GDP will quadrupleBy 2050 GDP will quadrupleFromFrom 773 trillion to3 trillion to 378 trillion
Today 1.8 billionToday 1.8 billionA decade ago 370 million people had access to internet
Old new workforceOld new workforceLooking at oldproblems froma new viewpoint.
HypesHypes The most commonly cited reasons holdingThe most commonly cited reasons holdingthe women back from joining the workforcethe women back from joining the workforcewere the:were the: lack of suitable jobs near their homes (45%);lack of suitable jobs near their homes (45%); lack of part-time working arrangementslack of part-time working arrangements(40%); and(40%); and lack of required qualifications or skills (35%).lack of required qualifications or skills (35%).
Moving forward….Moving forward…. HR Roles in Building a CompetitiveHR Roles in Building a CompetitiveOrganization.Organization. HR is to become a strategic value-add toHR is to become a strategic value-add tothe pulse of an organizationthe pulse of an organization’’s business.s business. The future role of HR will be to createorganizational cultures that unambiguouslyconfront realities and make the innerworkings of the organization much moretransparent to the typical employee.
The Future WorkforceThe Future Workforce Future Workforce : Organizations mustcontinuously create a more flexibleworkforce. Professional developmentinitiatives including major commitments totraining, global development assignments,and modern –day apprenticeshipsprograms have to be put in place to keeppace with changing technology. Further,organizations should promote and deployflexible, family-friendly workplace practices.