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Graduates and the future of work October 2011

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Two hour talk on graduates in Mississauga.

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Graduates and the future of work October 2011

  1. 1. Graduates and the future of work<br />by Toronto Training and HR <br />October 2011<br />
  2. 2. 3-4 Introduction to Toronto Training and HR<br />5-9 Skills and capabilities required<br />10-18 Worlds ahead<br />19-21 One year on<br />22-23 Conclusion and questions<br />Contents<br />
  3. 3. Page 3<br />Introduction<br />
  4. 4. Page 4<br />Introduction to Toronto Training and HR<br />Toronto Training and HRis a specialist training and human resources consultancy headed by Timothy Holden <br />10 years in banking<br />10 years in training and human resources<br />Freelance practitioner since 2006<br />The core services provided by Toronto Training and HR are:<br /><ul><li>Training course design
  5. 5. Training course delivery</li></ul>- Reducing costs<br /><ul><li>Saving time
  6. 6. Improving employee engagement & morale
  7. 7. Services for job seekers</li></li></ul><li>Page 5<br />Skills and capabilities required <br />
  8. 8. Page 6<br />Skills and capabilities required 1 of 4<br />TODAY<br />Teamworking skills<br />Sector-specific skills<br />Communication skills<br />Computer skills<br />Ability to adapt to and act in new situations<br />Good reading/writing skills<br />Analytical and problem-solving skills<br />Planning and organizational skills<br />Decision-making skills<br />Good with numbers<br />Foreign language skills<br />
  9. 9. Page 7<br />Skills and capabilities required 2 of 4<br />TOMORROW<br />Sector-specific skills<br />Basic skills such as being good with numbers,<br />good reading and writing skills, computer skills<br />Communication skills<br />Teamworking skills<br />Analytical and problem-solving skills<br />Foreign language skills<br />Ability to adapt to and act in new situations<br />Planning and organizational skills<br />
  10. 10. Page 8<br />Skills and capabilities required 3 of 4<br />SKILLS GAP<br />Lack of business acumen, commercial understanding and preparation for the ‘leap’ from the academic to commercial environment<br />The lack of personal and interpersonal skills, including communication, emotional intelligence and organisational skills<br />Poor English language skills, ranging from a difficulty in making the transition from academic writing to business writing, to basic inadequacies in grammar and spelling   <br />
  11. 11. Page 9<br />Skills and capabilities required 4 of 4<br />SKILLS GAP<br />Attitudinal issues, including the unrealistic expectations of their role and inflated views of their capability early on<br />Specialist skills needed for specific jobs e.g. engineering, computer science<br />
  12. 12. Page 10<br />Worlds ahead<br />
  13. 13. Page 11<br />Worlds ahead 1 of 8<br />THEMES<br />Business models will change dramatically<br />People management will present one of the principal business challenges<br />The role of HR will undergo fundamental change<br />
  14. 14. Page 12<br />Worlds ahead 2 of 8<br />CORPORATE RULES<br />Size does really matter<br />Corporates divide the haves and have nots<br />Welcome to the technology age<br />Corporates drive lifestyle choices<br />Managing people<br />Who leads people strategy?<br />Organizational challenges<br />Employee profile <br />
  15. 15. Page 13<br />Worlds ahead 3 of 8<br />CORPORATE RULES<br />Talent management <br />People metrics and reporting<br />People shared services<br />Reward and performance<br />
  16. 16. Page 14<br />Worlds ahead 4 of 8<br />GREEN IS THE COLOUR!<br />Consumers drive corporate behaviour<br />Supply chain control<br />How green are you?<br />Large corporate fines<br />Managing people<br />Who leads people strategy?<br />Organizational challenges<br />Employee profile <br />
  17. 17. Page 15<br />Worlds ahead 5 of 8<br />GREEN IS THE COLOUR!<br />People engagement<br />Society engagement<br />People shared services<br />Sustainability<br />
  18. 18. Page 16<br />Worlds ahead 6 of 8<br />SMALL BUT PERFECTLY FORMED<br />A free economy<br />Networks are key<br />Complex supply chains<br />Millennials drive technology use<br />Managing people<br />Who leads people strategy?<br />Organizational challenges<br />Employee profile <br />
  19. 19. Page 17<br />Worlds ahead 7 of 8<br />SMALL BUT PERFECTLY FORMED<br />Outsourced activities<br />Flexible workforce<br />Core operations<br />
  20. 20. Page 18<br />Worlds ahead 8 of 8<br />TO SUMMARIZE<br />Resourcing and succession<br />Talent management<br />Employee engagement<br />Reward and performance<br />Learning and development<br />
  21. 21. Page 19<br />One year on<br />
  22. 22. Page 20<br />One year on 1 of 2<br />EXAMPLE-1102 respondents<br />Three types of program<br />Certificates<br />Diplomas<br />Advanced diplomas<br />
  23. 23. Page 21<br />One year on 2 of 2<br />EXAMPLE<br />% of respondents in the labour force 96%<br />Employment rate of labour force participants 87%<br />% of respondents employed <br />in work related to field of study 80%<br />Average annual salary of those employed in<br />full-time work related to field of study $31855<br />% of graduates who pursued further education 20%<br />
  24. 24. Page 22<br />Conclusion & Questions<br />
  25. 25. Page 23<br />Conclusion<br />Summary<br />Questions<br />

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