Invitation til EPI-USE Summit Workforce2020 den 12. januar hos DI i København. Tilmeld dig via link i invitationen. Vel mødt

1. You’re invit d

2. EPI-USE Summit 2015
Workforce 2020 - er du parat?
Velkommen
Kom og hør om hvordan du gør din HR funktion klar til 2020. Oxford Economics seneste analyse viser
udsigter til et permanent ændret arbejdsmarked, er din HR strategi klar til dette skifte?
Kom blandt andet og hør
Flemming Karstens Søeborg, Global HR Development & Performance Manager hos Novozymes fortæl-ler
om deres fokus på læring og hvor de er i dette forløb. For en videnstung organisation som Novozy-mes
er læring i fokus og en vigtig parameter for at nå deres corporate mål.
Mia Bremer, Global HRIS Manager hos CP Kelco har netop implementeret SuccessFactors for at sikre
et globalt HR system. Kom og hør hvordan SuccessFactors støtter op om CP Kelcos globale HR stra-tegi
og de erfaringer der er fra en global udrulning af en HR cloud løsning.
Simone Buchwald har arbejdet med læring siden 2001, hun var en af hovedkræfterne og arkitekterne
indenfor Læring bag SAPs Learning Solution. Simone vil adressere og demonstrere hvordan man hånd-terer
Learning i HR Cloud. Hør eksempler på hvordan dine medarbejdere kan få enkel adgang til kursus-kataloget,
og hvordan læring kan indarbejdes i din Performance / MUS proces for bedre målopnåelse.
(Indlægget vil være på engelsk)
Hvordan understøtter du dine HR-strategier med social media, så du når målet i 2020. Sr. Product
Manager Lars Mørch viser det sociale værktøj, SAP Jam - løsningen der booster performance, uformel
videndeling, og sikrer let tilgængelighed via mobile apps. SAP JAM har bred anvendelighed som pro-jektværktøj,
i salgsorganisationen, som HR værktøj eller som fælles kommunikationsplatform.
Du kan deltage formiddag eller hele dagen.
Arrangementet er gratis.
12/1 2015 DI – Dansk Industri
H. C. Andersens Blvd. 18 · 1553 København V
Tlf. +45 3377 3377
SE MERE HER

3. agenda
Formiddag
08.30 – 09.00 Morgenmad
09.00 – 09.15 Velkomst og kort om EPI-USE
09.15 – 09.30 Workforce2020, Hvem er dine medarbejdere ?
09.30 – 10.30 Erfaringer fra Novozymes på læring som strategisk område
10.30 – 10.45 Pause og networking
10.45 – 11.45 Erfaringer fra CP Kelco på et globalt HR Cloud projekt
11.45 – 12.30 Frokost
Eftermiddag
12.30 – 13.15 Uformel videndeling og erfaringer fra Enterprise Social Network
13.15 – 14.15 What can we learn from the cloud?
14.15 – 14.30 Pause og networking
14.30 – 15.15 HR cloud, Hybrid, Full eller Side-by-Side, hvad er anderledes ?
15.15 – 15.30 Afrunding
Vi glæder os til at se dig.
tilmelding
Tilmelding senest den 9. januar.
EPI-USE Summit 2015
DELTAG FORMIDDAG!
INKL. FROKOST
TILMELD DIG HER!
DELTAG HELE DAGEN!
INKL. FROKOST
TILMELD DIG HER!

4. C ompensation 68% 64%
Work-life balance 29% 31%
M eaningful work 14% 18%
Achievement of income goals 32% 30%
An Oxford Economics survey sponsored by SAP takes a forward look at what employees and
executives around the world think about topics such as workforce development, the role of
millennials, organizational leadership, and the skills gap. Here’s some of what we learned.
Making 2
a positive
difference 20% 20%
3
in the world C ompensation 68% 64%
Work-life balance 29% 31%
M eaningful work 14% 18%
Achievement of income goals 32% 30%
Future of Work
The Future of Work
Around the World
Only 30% of executives say their companies
give special attention to the
particular wants and needs of
millennials.
What’s important to you? Millennials Nonmillennials
Only 30% of executives say their companies
give special attention to the
particular wants and needs of
millennials.
Bridging the Skills Gap: The Learning Making a positive
difference in the world 20% 20%
C ompensation 68% 64%
Work-life balance 29% 31%
M eaningful work 14% 18%
Achievement of income goals 32% 30%
The Future of Work
Around the World
The Future of Work
Around the World
The Future Work
Around the World
Challenges to building a workforce that
meets future business needs
Around the World
We surveyed
2,700 employees
A low level of employee longevity and loyalty
Limited and
access to adequate technology
Lack of qualified leadership
1
2
3
sponsored by SAP takes a forward look at what employees and
An Oxford Economics survey sponsored by SAP takes a forward look at what employees and
executives around the world think about topics such as workforce development, the role of
millennials, organizational leadership, and the skills gap. Here’s some of what we learned.
about topics such as workforce development, the role of
2,700 executives
leadership, and the skills gap. Here’s some of what we learned.
in
27 countries
An Oxford Economics survey sponsored by SAP takes a forward look at what employees and
executives around the world think about topics such as workforce development, the role of
millennials, organizational leadership, and the skills gap. Here’s some of what we learned.
Oxford Economics survey sponsored by SAP takes a forward look at what employees and
An Oxford Economics survey sponsored by SAP takes a look at what employees and
executives around the world think about topics such as development, the role of
millennials, organizational leadership, and the skills gap. some of what we learned.
???
executives around the world think topics such as workforce development, the role of
millennials, organizational leadership, and the skills gap. Here’s some of what we learned.
Employee concerns
about their jobs
The Top trends Millennial impacting workforce Workforce
strategy
27
Employee concerns
about their jobs
27
???
Position changing or
becoming obsolete
Not enough
opportunities for
advancement
Inadequate staffing
levels
What’s important to you? Millennials Nonmillennials
Making a positive
Position changing or
difference in the world 20% 20%
becoming obsolete
C ompensation Not enough
68% 64%
Work-life balance opportunities 29% for
31%
advancement
M eaningful work Inadequate staffing
14% 18%
Achievement of income levels
goals 32% 30%
What employees want:
of executives say they
will be increasing the
use of contingent,
intermittent, or
consultant employees.
Ways What What employers offer:
Only 30% of executives say their companies
give special attention to the
particular wants and needs of
millennials.
What employees want:
Har I de rette
kompetencer?
Only 30% of executives say their companies
give special attention to the
particular wants and needs of
millennials.
trends impacting workforce strategy
Only
34%
Only
44%
What’s important to you? Millennials Nonmillennials
Making a positive
difference in the world 20% 20%
C ompensation 68% 64%
Work-life balance 29% 31%
M eaningful work 14% 18%
Achievement of income goals 32% 30%
83%
27
Top trends impacting workforce strategy
1
2
3
Challenges to building a workforce that
meets future business needs
We surveyed
2,700 employees
Challenges to building a workforce that
meets future business needs
A low level of employee longevity and loyalty
Limited access to adequate technology
Lack of qualified leadership
Top trends impacting workforce strategy
and
A 2,700 low level executives
of employee longevity and loyalty
Limited access to adequate technology
Lack of qualified leadership
34% of executives feel
that they’ve made
progress in building
a workforce that
can meet future
business goals.
in
1
2
3
83%
The Millennial Workforce
27 countries
Matters Most at Work
?Employee concerns
about their jobs
of employees say leadership at their is equipped to lead organizations to ??
What employers Position offer:
How is your company preparing its workforce To learn more details about this study, please visit Er ledelsen parat?
Only
44%
of employees say that
leadership at their companies
is equipped to lead their
organizations to success.
of executives agree that their
expansion plans for growth
markets are limited unless the
right leadership is in place.
Only 30% of executives say their companies
give special attention to the
particular wants and needs of
millennials.
What employees want:
of executives say they
will be increasing the
use contingent,
intermittent, or
consultant employees.
34% of executives feel
that they’ve made
progress in building
a workforce that
can meet future
business goals.
1
2
3
What’s important to you? Millennials Nonmillennials
Challenges to building a workforce that
Making meets a future positive
business needs
difference in the world 20% 20%
C ompensation 68% 64%
Work-life balance 29% 31%
M eaningful work 14% 18%
Achievement of income goals 32% 30%
of executives say they
will be increasing the
use of contingent,
intermittent, or
consultant employees.
A low level of employee longevity and loyalty
Limited access to adequate technology
Lack of qualified leadership
1
2
3
The Millennial Workforce
Top trends impacting workforce strategy
Top trends impacting workforce strategy
??
Millennials Employee entering the concerns
workforce
Globalization about of labor their supply
jobs
Difficulty recruiting employees
with base-level skills
The Millennial Workforce
?
Only
34%
What’s important to you? Millennials Nonmillennials
Making a positive
difference in the world 20% 20%
C ompensation 68% 64%
Work-life balance 29% 31%
M eaningful work 14% 18%
Achievement of income goals 32% 30%
of executives agree that
their leaders are prepared
to lead a diverse workforce.
Only 30% of executives say their companies
give special attention to the
particular wants and needs of
millennials.
Challenges to building a workforce that
meets future business needs
Challenges to building a workforce that
meets future business needs
Millennials Nonmillennials
20% 20%
68% 64%
29% 31%
14% 18%
32% 30%
Employee concerns
about their jobs
???
of executives agree that
their leaders are prepared
to lead a diverse workforce.
Challenges to building a workforce that
meets future business needs
of employees say that
leadership at their companies
is equipped to lead their
organizations to success.
A low level of employee longevity and loyalty
Limited access to adequate technology
Lack of qualified leadership
A low level of employee longevity and loyalty
Limited access to adequate technology
Lack of qualified leadership
What employees want:
A low level of employee longevity and loyalty
Limited access to adequate technology
Lack of qualified leadership
The most cited areas of employee professional development and learning
1 2 3
???
The Millennial Workforce
The Millennial Employee concerns
Workforce
about their jobs
The most cited areas of employee professional development and learning
1 2 3
The Millennial Workforce
of executives agree that their
expansion plans for growth
markets are limited unless the
right leadership is in place.
What employers offer:
What’s important to you? Millennials Nonmillennials
Making a positive
difference in the world 20% 20%
ompensation 68% 64%
Work-life balance 29% 31%
eaningful work 14% 18%
Achievement of income goals 32% 30%
What’s important to you? Millennials Nonmillennials
What employees want:
Making a positive
difference in the world 20% 20%
C ompensation 68% 64%
Work-life balance 29% 31%
M eaningful work 14% 18%
Achievement of income goals 32% 30%
What employees want:
Employee concerns
about their jobs
What employers offer:
What’s important to you? Millennials Nonmillennials
Only
Making a positive
34%
34%
Only
difference in the world 20% 20%
of executives agree that
C ompensation their leaders are prepared
68% 64%
to lead a diverse workforce.
21%
Work-life balance of executives agree that
29% 31%
their M eaningful to work lead 131%
Growth leaders are prepared
a diverse workforce.
14% 18%
Achievement of income goals 32% 30%
Only
34%
Only
44%
Only
44%
What employees want:
15% 16%
29% Growth 27% 69% Growth 63%
of employees say that
leadership at their companies
is equipped to lead their
organizations to success.
Growth 91%
The most cited areas of employee professional development and learning
1 2 3
42%
of employees say that
leadership at their companies
is equipped to lead their
organizations to success.
49%
of executives agree that their
expansion plans for growth
markets are limited unless the
right leadership is in place.
of executives agree that
their leaders are prepared
to lead a diverse workforce.
Only
44%
of employees say that
leadership at their companies
is equipped to lead their
organizations to success.
Employee concerns
about their jobs
Employee concerns
about their jobs
The most cited areas of employee professional development and learning
1 2 3
How is your company preparing its workforce for the future?
To learn more details about this study, please visit us at http://sfsf.ly/Workforce2020.
Position changing or
becoming obsolete
Not enough
opportunities for
advancement
Inadequate staffing
What employers offer:
of executives agree that their
expansion plans for growth
markets are limited unless the
right leadership is in place.
42%
42%
24%
of executives agree that their
expansion plans for growth
markets are limited unless the
right leadership is in place.
of executives agree that their
expansion plans for growth
markets are limited unless the
right leadership is in place.
2 Only
What employers offer:
34%
What employers offer:
Growth 131%
21%
49%
38%
Ways to employee loyalty and engagement
Only
44%
Growth 131%
professional development and learning
2 3
21%
The most cited areas of employee professional development and learning
1 2 3
What employees want:
What employees want:
Higher compensation
More comprehensive
benefits
What employers offer:
What employers offer:
Bonuses
Training
Benefits for families
The New Face of Work
What Matters Most at Work
Only 30% of executives say their companies
give special attention to the
particular wants and needs of
millennials.
???
1
2
3
1
2
3
83%
We surveyed
2,700 employees
and
2,700 executives
in
27 countries
of executives say they
will be increasing the
use of contingent,
intermittent, or
consultant employees.
34% of executives feel
that they’ve made
progress in building
a workforce that
can meet future
business goals.
Millennials entering the workforce
Globalization of labor supply
Difficulty recruiting employees
with base-level skills
Employee concerns
about their jobs
49%
Position changing or
becoming obsolete
Not enough
Ways to increase employee loyalty and engagement
What employees want:
What employers offer:
The New Face of Work
of employees say that
leadership at their companies
is equipped to lead their
organizations to success.
What Matters Most at Work
Only 30% of executives say their companies
give special attention to the
particular wants and needs of
millennials.
??
?
1
2
3
1
2
3
27
83%
We surveyed
2,700 employees
and
2,700 executives
in
27 countries
of executives say they
will be increasing the
use of contingent,
intermittent, or
consultant employees.
34% of executives feel
that they’ve made
progress in building
a workforce that
can meet future
business goals.
Millennials entering the workforce
Globalization of labor supply
Difficulty recruiting employees
with base-level skills
Position changing or
becoming obsolete
Not enough
opportunities for
advancement
Inadequate staffing
levels
Ways to increase employee loyalty and engagement
Higher compensation
More comprehensive
benefits
Career opportunities
Bonuses
Training
Benefits for families
The New Face of Work
What Matters Most at Work
The Leadership Cliff
Bridging the Skills Gap: The Learning Mandate
Managerial relationships Informal mentoring Self-directed learning
Skills needed today and in the future
Analytics Cloud Mobile Social Media
strategy
workforce
that
and loyalty
technology
Workforce
concerns
changing or
obsolete
for
staffing
Ways to increase employee loyalty and engagement
Higher compensation
More comprehensive
benefits
Career opportunities
Bonuses
Training
Benefits for families
Work
at Work
Gap: The Learning Mandate
Informal mentoring Self-directed learning
future
Cloud Mobile Social Media
Growth 91%
15% 16%
29% Growth 27% 69% Growth 63%
24%
38%
27
83%
How is your company preparing its workforce for the future?
34% of executives feel
that they’ve made
progress in building
a workforce that
can meet future
business goals.
Millennials entering the workforce
Globalization of labor supply
Difficulty recruiting employees
with base-level skills
Position changing or
becoming obsolete
Not enough
opportunities for
advancement
Inadequate staffing
levels
Ways to increase employee loyalty and engagement
Higher compensation
More comprehensive
benefits
Career opportunities
Bonuses
Training
Benefits for families
The New Face of Work
What Matters Most at Work
The Leadership Cliff
Bridging the Skills Gap: The Learning Mandate
Managerial relationships Informal mentoring Self-directed learning
Skills needed today and in the future
Analytics Cloud Mobile Social Media
Today In 3 years
42%
27
83%
We surveyed
2,700 employees
and
2,700 executives
in
27 countries
of executives say they
will be increasing the
use of contingent,
intermittent, or
consultant employees.
34% of executives feel
that they’ve made
progress in building
a workforce that
can meet future
business goals.
Millennials entering the workforce
Globalization of labor supply
Difficulty recruiting employees
with base-level skills
Position changing or
becoming obsolete
Not enough
opportunities for
advancement
Inadequate staffing
levels
Ways to increase employee loyalty and engagement
Higher compensation
More comprehensive
benefits
Career opportunities
Bonuses
Training
Benefits for families
The New Face of Work
What Matters Most at Work
The Leadership Cliff
Only 30% of executives say their companies
give special attention to the
particular wants and needs of
millennials.
of executives agree that
of employees say that
of executives agree that their
???
1
2
3
1
2
3
Only
34%
Only
44%
42%
Growth 91%
Only
44%
15% 29% changing or
becoming obsolete
Not enough
opportunities for
advancement
Inadequate staffing
levels
The Leadership Cliff
of executives agree that
their leaders are prepared
to lead a diverse workforce.
Managerial relationships Informal mentoring The most cited areas of employee professional development 1 Skills needed today and in the future
Analytics Cloud Today Workforce 2020 – Hvad er ”vigtigst”?
21%
15% 16%
24%
83%
of executives say they
will be increasing the
use of contingent,
intermittent, or
consultant employees.
34% of executives feel
that they’ve made
progress in building
a workforce that
can meet future
business goals.
Globalization of labor supply
Difficulty recruiting employees
with base-level skills
Position changing or
becoming obsolete
Not enough
opportunities for
advancement
Inadequate staffing
levels
Ways to increase employee loyalty and engagement
Higher compensation
More comprehensive
benefits
Career opportunities
Bonuses
Training
Benefits for families
What Matters Most at Work
The Leadership Cliff
Bridging the Skills Gap: The Learning Mandate
Managerial relationships Informal mentoring Self-directed learning
Skills needed today and in the future
Analytics Cloud Mobile Social Media
Studio SAP | 31775enUS (14/08) ©2014 SAP SE or an SAP affiliate company. All rights reserved.
Ways to increase employee loyalty and engagement
Higher compensation
More comprehensive
benefits
Career opportunities
Bonuses
Training
Benefits for families
What Matters Most at Work
The Leadership Cliff
Bridging the Skills Gap: The Learning Mandate
Managerial relationships Informal mentoring Self-directed learning
Skills needed today and in the future
Analytics Cloud Mobile Social Media
Today In 3 years
42%
Hvordan håndterer I
”The Milliniums”?
83%
We surveyed
2,700 employees
and
2,700 executives
in
27 countries
of executives say they
will be increasing the
use of contingent,
intermittent, or
consultant employees.
34% of executives feel
that they’ve made
progress in building
a workforce that
can meet future
business goals.
Millennials entering the workforce
Globalization of labor supply
Difficulty recruiting employees
with base-level skills
Position changing or
becoming obsolete
Not enough
opportunities for
advancement
Inadequate staffing
Ways to increase employee loyalty and engagement
Higher compensation
More comprehensive
benefits
Bonuses
Training
Benefits for families
The New Face of Work
What Matters Most at Work
Only 30% of executives say their companies
give special attention to the
particular wants and needs of
millennials.
??
?
Growth 131%
21%
49%
Growth 91%
15% 16%
29% Growth 27% 69% Growth 63%
24%
38%
How is your company preparing its workforce for the future?
To learn more details about this study, please visit us at http://sfsf.ly/Workforce2020.
Studio SAP | 31775enUS (14/08) ©2014 SAP SE or an SAP affiliate company. All rights reserved.
Ways to increase employee loyalty and engagement
Higher compensation
More comprehensive
benefits
Career opportunities
Bonuses
Training
Benefits for families
What Matters Most at Work
The Leadership Cliff
Bridging the Skills Gap: The Learning Mandate
Managerial relationships Informal mentoring Self-directed learning
Skills needed today and in the future
Analytics Cloud Mobile Social Media
Today In 3 years
42%

5. Rådhuspladsen 16 | DK-1550 København V | Tel. +45 72 260 750 | denmark@epiuse.com | www.epiuse.com