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WORKFORCE TALENT STRATEGY_BUILDING THE PUBLIC WORKFORCE OF THE FUTURE.pdf

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WORKFORCE TALENT STRATEGY_BUILDING THE PUBLIC WORKFORCE OF THE FUTURE.pdf

  1. 1. WORKFORCE TALENT STRATEGY BUILDING THE PUBLIC WORKFORCE OF THE FUTURE Prof. Abiodun H. Adebayo Vice-Chancellor Covenant University,
  2. 2. OUTLINE Overview of global public workforce Structuring of business talent workforce in today's evolving era Global demographic: Workforce trends and talent development in the public workforce Dimensions of the future of work Global workforce strategies fostering human capital development The use of technology to shape the future public workforce
  3. 3. Overview of Global Workforce Region Workforce Total (In Thousand) Arab World 137,364.01 Central Europe and Baltics 48,913.94 East Asia and Pacific 1,278,273.76 Europe and Central Asia 435,245.63 Latin America and Caribbean 302,258.73 Middle East and North America 336,495.79 Sub-Saharan Africa 447,495.79 Nigeria 64,479,317 Source: World Bank Data, 202https://data.worldbank.org/indicator/SL.TLF.TOTL.IN2
  4. 4. Overview of Global Public workforce
  5. 5. Impact of Global Demographic and Workforce Trends on Talent Development The oldest millennials will turn 50yrs by 2030 693 Million + Baby Boomers will reach retirement Age in the next decade 36,000+ people turns 55 yrs daily 40% millennials making up the workforce between 2022-2030 GenZ makes up 26% of the global population
  6. 6. Demographic Shift Conts. The country’s population and labor force are experiencing a marked ageing process. The “baby boom” generation reaches state pension age Older workers will need to learn new skills and work for longer. The shortage of a human workforce in a number of rapidly-ageing economies will drive the need for automation and productivity.
  7. 7. Structuring Talent Workforce Planning in Today’s Evolving Era In the era of automation, organizations must understand the blueprint of their current workforce in order to build future-ready teams. Strategic workforce planning helps organisations understand their workforce dynamics and evolve to meet their long-term needs.
  8. 8. STRUCTURING OF BUSINESS TALENT WORKFORCE IN TODAY'S EVOLVING ERA Organizations should identify their optimal workforce mix and tailor their investment to suit. Right blend of human and machine effort to drive the business forward. Strategizing recruitment and reskilling plans well in advance taking into consideration the workforce mix. Adoption of HR transformation analytics.
  9. 9. Structuring Talent Workforce Planning in Today’s Evolving Era Cont’s Talent Workforce planning helps organisations to be in a future-ready state, by enabling them to: Have a good hold of the current workforce scenario Be well informed of possible future workforce gaps, facilitating them to strategize gap fulfilment and avoid the probable revenue losses due to those gaps Devise a comprehensive action plan on efficiently utilizing the various workforce types to drive maximum productivity Be well aware of the overtime changes in workforce dynamics and reasons for those changes Design and implement optimal reskilling strategies in line with the changing requirements, at the same time as providing optimal career pathways to their workforce
  10. 10. Redefined Work, Workforce and Workplace in the Technology Era What will the workforce of the future look like? Emerging technology, and the changing demands of how and where we work, will all impact what jobs will be in demand, and what the evolution of those jobs and how we do them will look like.
  11. 11. Redefined Work, Workforce and Workplace in the Technology Era Cont’s
  12. 12. Redefined Work, Workforce and Workplace in the Technology Era Cont’s Source: Deloitte Analysis 2021
  13. 13. Workforce in the Digital Era They are Data- driven Working with artificial intelligence, machine learning, and robots They respect, expect, and understand the value of “good jobs”. They are committed to advances in equity and the environment
  14. 14. Workplace: The Paradigm shift Organizations are now able to orchestrate a range of options as they reimagine workplaces, from the more traditional colocated workplaces to those that are completely distributed and dependent on virtual interactions. Source: Deloitte Analysis 2021 Workplace: The Paradigm shift
  15. 15. DIGITAL WORKPLACE The 8 building blocks of a digital workplace • Vision: Value propositions for the digital workplace. • Metrics: Result, benchmarks, value and ROI. • Strategy: Blueprint for effective execution. • Processes: Focus on augmenting dynamic, creative & non-routine work. • Information: Data & content delivered in context. • Technology: Mobile, cloud analysis, AI, content & collaboration services. Business Alignment People Alignment IT Alignment • Employee experience (Smart work spaces, Participation and contribution etc). • Organizational change (Culture & structure, Skills and competencies, Governance etc). DIGITAL WORKPLACE The 8 building blocks of a digital workplace
  16. 16. Global Workforce Strategies that foster Human Capital Development
  17. 17. Global Workforce Strategies that foster Human Capital Development Cont’s Improve education for the workforce Provide a work culture that encourages creativity Divide labour into specialized niches Hire a diverse workforce Provide ongoing coaching and mentoring
  18. 18. Influence of Technology (automation and Artificial Intelligence) on work and place of Work Encouraging innovation and creativity Streamlining repetitive processes with automation Manage cost savings with remote work Improve employee productivity and satisfaction The ability to better serve customers. The opportunity to tap into non-local talent.
  19. 19. Frontier Technologies that redefine the work, the workforce and Workplace Robotics Artificial Intelligence 5G Internet of Things Drone Gene editing Big data 3D printing Blockchain
  20. 20. Potential Replacement of workforce by Technology Jobs will be divided between man and machine Advanced robotics and artificial intelligence will widen the range of tasks/jobs that machines can perform. Therefore, more employees will be displaced. Workers performing similar tasks, for whom the machines can substitute will also be replaced by machine. HOWEVER, The new automation will eliminate millions of jobs and create new jobs for persons who can complement the automation
  21. 21. Automated World of Work • In this transformative age of technology, automation and ‘thinking machines’ are replacing human tasks and jobs, and changing the skills that organisations are looking for in their people. • With these changes in work, competition for the right talent is fierce. And ‘talent’ no longer means the same as ten years ago. • The public sector in Nigeria still needs to be awake to the reality of technology • This is not a time to sit back and wait for events to unfold, rather the work, worker and workplace have to be prepared for the future.
  22. 22. Big shifts as companies race to replace structured hierarchies with agile networks of teams empowered to take action. Business executives and Managers are looking for predictive analytics tools to help make better decisions Human capital management is becoming increasingly data-driven Visible end to life long careers and need for continuous learning. HR has become a very active area for AI and is beginning to undergo AI enabled transformation in HR business processes. The use of technology to shape the future of public workforce Artificial Intelligence and the world of work
  23. 23. Artificial Intelligence and the world of work
  24. 24. Would Digital Technology inevitably mark the end of Large companies The large companies will be affected, but technology will not end it. Large companies would: • adopt and deploy these digital technology to warp speed. • Move thousands of employees from the office and factory to home • rejigger supply chains, through e-commerce channels, and leverage AI to unearth smarter operations
  25. 25. Would Digital Technology inevitably mark the end of Large companies Cont’s ______________________ If technology firms like Amazon, Apple, Alphabet Inc., Microsoft, Samsung Group, Meta Platforms among others are growing and becoming bigger, other large companies too can leverage technology ____________________
  26. 26. Future of work Middle management will have different responsibilities. FUTURE OF WORK Employee data collection will expand Upskilling and digital dexterity will outweigh tenure and experience. Remote work-life balance will reveal challenges. Smart machines will be our colleagues
  27. 27. Key Concerns About the Future of Work Impact of Artificial intelligence Automation of work and jobs Fear of singularity uncertainty Ambiguity Changing model of work and work structures Machine learning Robots as coworkers Is this Evolutionary or transformational Unbridled complexity
  28. 28. READINESS TOOLKIT Multiskilling Digital Literacy Adaptability Agility Enterprise & entrepreneuri al Resilience Creativity ”The future belong to those who learn skills and combine them in creative ways’’ Robert Green Future Work Readiness toolkit
  29. 29. Core Skills for the Future Critical thinking Problem solving Adaptability & Flexibility Communication Leadership Innovation and Creativity Agile & Resilien t CORE SKILLS
  30. 30. • Analytical thinking and innovation. • Active learning and learning strategies. • Complex problem- solving. • Critical thinking and analysis. • Creativity, originality and initiative. Core Skills for the Future The World Economic Forum identifies the following top five skills for the workforce of 2025
  31. 31. What Public Sector Needs to do
  32. 32. Keeping pace with future!!! You can’t stop the waves from coming but you can learn how to surf. Only the Malleable can surf the turbulence inherent in the future career or job. They glide through while others struggle on.
  33. 33. Adaptability Responds to change with a willingness to learn new ways to accomplish work objectives ... “Ability to learn quickly and leverage a flexible mind-set in response to shifting dynamics, adversity, and/or change” ….Nick Horney
  34. 34. Adaptability!!!! Think Behave Act Take Control • Work • Decision making Enabling you to: Resilient & Agile
  35. 35. Adaptability Compass Figuring out how to thrive in the world …..Adaptability remains the ace for fitting into the future of work with ease
  36. 36. Learn Systems Thinking • A system is an entity which maintains its existence through the mutual interaction of its parts • Know exactly where your piece fits in the overall puzzle
  37. 37. Future of Work in the Public Sector: Ace toolkit Focused & Resilient Curiosity Chains of overlapping initiatives, enablers, the tricks, the culture, …eye openers… you only see them when you watch out for them Proactive Don’t get caught napping, be part of creating the change Observant Only the sufficiently discerning see and understand the trends and implications Courageous Dare to stand out, challenge even your own assumptions, no linear thinking
  38. 38. Be Curious “Millions saw the apple fall but only Newton asked why” -Bernard Brunch
  39. 39. Be Proactive “Being proactive is the foundation of other habits” -Stephen R. Curvy
  40. 40. Be Observant ““Learn to see what you are looking at.” ― Christopher Paolinice Notice what goes on, keep pace with events, trends, and feelings and share observations in ways that create “ a pull situations”
  41. 41. Conclusion “Let’s be honest, remote work is here to stay. I don't think we're ever going to go back to how it was two years ago full time.” –Grace Lee

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