Future of Talent Conversation, Exploration, Debate A Glimpse Into Tomorrow’s Talent World

TRENDS EVOLUTION

Current & Emerging Talent Trends

Talent Shortages – Not Over Yet! Retiring Baby Boomers – Eventually! Aging workforce Up-skilling of jobs Shift from manufacturing to service

Retiring Baby Boomers – Eventually!

Aging workforce

Up-skilling of jobs

Shift from manufacturing to service

Straight Up Straight Down

Evolution to Personalization

Emerging Practices Personalization Internet = customization Do it your way Have input to outcomes Feel somewhat in control

Personalization

Internet = customization

Do it your way

Have input to outcomes

Feel somewhat in control

Openness

Average Organization Tomorrow's Organizations No-Brand Start-up Yesterday’s Organizations

Generational Awareness

Boomer Characteristics Seek security Loyal and traditional Will stay in the workplace in greater numbers than thought. But will. . . Want flexible working hours. Change the type of work they do/profession. Be more entrepreneurial.

Seek security

Loyal and traditional

Will stay in the workplace in greater numbers than thought.

But will. . .

Want flexible working hours.

Change the type of work they do/profession.

Be more entrepreneurial.

Gen X Characteristics Form the core work group and core leadership team and will do so for the next decade. But they.. . Are hard to please. Have little to no loyalty. Will leave for money, title, power Seek faimly-friendly organizations

Form the core work group and core leadership team and will do so for the next decade.

But they.. .

Are hard to please.

Have little to no loyalty.

Will leave for money, title, power

Seek faimly-friendly organizations

Gen Y Characteristics Project-focused Rewards for results – not time Self-employed by Choice. Many are seeking to be their own boss – or work in smaller organizations. Corporate life looks unattractive them.

Project-focused

Rewards for results – not time

Self-employed by Choice.

Many are seeking to be their own boss – or work in smaller organizations.

Corporate life looks unattractive them.

Gen M - Mobile Everything is anywhere, anytime. Short focus Watchwords = Fast, fun, fluid http://www.pewinternet.org/pdfs/PIP_Teens_Games_and_Civics_Report_FINAL.pdf

Everything is anywhere, anytime.

Short focus

Watchwords = Fast, fun, fluid

Gen M - Mobile Everything is anywhere, anytime. Short focus Watchwords = Fast, fun, fluid http://www.pewinternet.org/pdfs/PIP_Teens_Games_and_Civics_Report_FINAL.pdf

Everything is anywhere, anytime.

Short focus

Watchwords = Fast, fun, fluid

OMG how can u say that!?!?!? LOL! -

Age of Women From the April 2006 issue of the Economist: “ Forget China, India and the Internet: Economic growth is driven by women.” “ Women are not exploited enough: they are the world's most under-utilized resource.”

From the April 2006 issue of the Economist:

“ Forget China, India and the Internet: Economic growth is driven by women.”

“ Women are not exploited enough: they are the world's most under-utilized resource.”

Women and Education Women earn 60% of bachelor's degrees and master’s degrees and 50% of PhDs. By 2017, 2/3s of all college students and degrees will go to women. Source: U.S. Census Bureau's American Community Survey

Women earn 60% of bachelor's degrees and master’s degrees and 50% of PhDs.

By 2017, 2/3s of all college students and degrees will go to women.

MULTIPLE CAREER WORKERS

Mobility PLUS Physical mobility Information mobility Presence mobility

Physical mobility

Information mobility

Presence mobility

TECHNOLOGY-DRIVEN WORK STYLES

Living in Online Communities The Top 2 Social Networks

The Top 2 Social Networks

Social Networking Sites

SNS: Age Distribution Source: Quantcast; April 2008

SNS: Audience Behavior Source: Quantcast; April 2008

Read and contributed to by 12 million kids 6-14. Kids have avatars. Contribute content. Band together to help the penguins and create community.

Read and contributed to by 12 million kids 6-14.

Kids have avatars.

Contribute content.

Band together to help the penguins and create community.

DESKILLING/UP-SKILLING

Challenges

The First Step in Strategic Talent Planning

Understanding the core beliefs and practices about people in your organization. What assumptions do you make about your organization and talent? Everyone loves our organization. We develop people. Do you have a “make” or “buy” people bias? What issue/need takes top executive mindshare and focus?

What assumptions do you make about your organization and talent?

Everyone loves our organization.

We develop people.

Do you have a “make” or “buy” people bias?

What issue/need takes top executive mindshare and focus?

Visioning Key Questions Future of Talent Vision What is our vision for people? What are we trying to achieve? What are our strengths? Where are we vulnerable? How will we know if we are successful? What are our current focus areas?

Future of Talent Vision

What is our vision for people?

What are we trying to achieve?

What are our strengths?

Where are we vulnerable?

How will we know if we are successful?

What are our current focus areas?

Building Attraction Employee Value Proposition (EVP) Understanding what we value Uncovering operating principles Defining explicitly Employment Brand Discovering attractors Discovering detractors Developing aligned messaging

Employee Value Proposition (EVP)

Understanding what we value

Uncovering operating principles

Defining explicitly

Employment Brand

Discovering attractors

Discovering detractors

Developing aligned messaging

Building Competence Knowing what we need Identifying key functions Defining competencies Testing assumptions Creating learning environments Different strokes for different folks Blending learning methods Exchanging knowledge Transfer from experienced to inexperienced

Knowing what we need

Identifying key functions

Defining competencies

Testing assumptions

Creating learning environments

Different strokes for different folks

Blending learning methods

Exchanging knowledge

Transfer from experienced to inexperienced

Building Commitment Defining commitment Time Output Mood Defining engagement What is the desired state?

Defining commitment

Time

Output

Mood

Defining engagement

What is the desired state?

Thanks! Write to me at : [email_address] Follow me on Twitter at: www.twitter.com/kwheeler Read my blog at: http://kwheeler.blogs.com Read me on ERE: www.ere.net

Write to me at :

[email_address]

Follow me on Twitter at:

www.twitter.com/kwheeler

Read my blog at:

http://kwheeler.blogs.com

Read me on ERE:

www.ere.net