presents	  Riding	  the	  Waves	  of	   Change	  with	  Our	   Future	  Workforce	                            	           ...
Did	  You	  Know	  Video	  
Agenda	  •  Economic & demographic trends•  Skills in demand (soft & hard)•  Near term (worst & best jobs)•  Long term (oc...
Economic	  Trends	  •  Some signs of recovery•  Unemployment is decreasing slowly•  Increasing skills shortages   (more ab...
Changing	  Demographics	  	  	  	  	  	  	  	  	  	  	     of	  the	  Workforce	  
The	  Workforce	  Age	  Wave	  	   2010	                                                                      	           ...
The	  Workforce	  Age	  Wave	  	   2015	                                                              	                   ...
Why	  We	  Need	  to	  Recruit	  and	  Retain	  our	  Workforce	  	  	                                                    ...
Demographics	  Trends	  •  15.1% fewer people   in Gen X•  The Millennials are   challenging employers   as no other gener...
Skills	  Shortages	  Abound	  In	  a	  recent	  DeVry	  University	  television	  commercial,	  the	  narrator	  states:	 ...
New	  Study:	  2012	  Aflac	  WorkForces	  •  49% “at least somewhat likely to look for a job this year”•  50% say employee...
Pockets	  of	  Crisis	          •  Geography        •  Occupation        •  Industry.©	  The	  Herman	  Group,	  2013.	   ...
Responses	  to	  Skilled	  Labor	  Shortages	       SOURCE:	  Manpower,	  Inc.,	  “ConfronPng	  the	  Talent	  Crunch”.	  ...
Exercise #1	Mind	  map	  the	  implicaPons	  of	  these	  demographic	  changes	  and	  skills	  shortages	  on	  your	  c...
So_	  Skills	  in	  Demand	  •  Ability	  to	  embrace	  change	  •  Learning	  agility	  •  Adaptability/ability	  to	  	...
Hard	  Skills	  in	  Demand	  •  STEM	  (Science,	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	...
Best	  Jobs	  2012	  1.  So^ware	  Engineer	  ($88,142)	  2.  Actuary	  ($88,202)	  3.  Human	  Resources	  Manager	  	  	...
Worst	  Jobs	  2012	  1.  Lumberjack	  ($32,114)	  2.  Dairy	  Farmer	  ($33,119)	  3.  Military	  Personnel	  ($36,261)	 ...
OccupaSonal	  Employment	  ProjecSons	  to	  2020	           	  	  OccupaSon 	   	   	                                    ...
Fastest-­‐Growing	  OccupaSons	  to	  2020	           	  	  OccupaSon 	   	   	   	  %	  Growth	  1.  Personal	  Care	  Ai...
Exercise #2	What	  do	  these	  job	  and	  career	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  ...
Changing	  Worker	  Actudes	  •  Warm	  Chair	  AdriSon	  •  Corporate	  Cocooning	  •  Life/Work	  Balance	  	  	  	  	  ...
Dearth	  of	  Leadership	              • Leadership	  by	  Anointment	              • Lack	  of	  Training	  for	  	  	  	...
Desire	  to	  Get	  Lean	  •  Several	  paths	            –  Lean	  Thinking	  (Womack)	            –  Great	  Game	  of	 ...
The	  Competency	  Deficit	  •  Public schools are not   preparing students for   work•  Myth: All students   should go to ...
Post-­‐High	  School	  	                              EducaSon	  Pipeline	                 For every 100 students entering...
What	  works	  to	  keep	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  young	  adults	  in	  school?	  	                 ...
Herman	  Group	  Study	  for	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	  	      US	  Department...
IBM	  Intro	  to	  Second	  Life	  
EducaSon	  2018	  •  Virtual	  worlds	  engage	  students	     early	  •  School-­‐employer	  partnerships	  •  Mentors	  ...
2	  Pi,	  the	  Rapping	  Teacher	  
Leadership	  CONNECTIONS	  A Discovery and Life Options Training Program Providing        Leadership Training for Young Wo...
Khan	  Academy	       © The Herman Group, 2013.
Khan	  Academy                                                     	       Using	  Technology	  to	  Reinvent	  EducaSon• ...
Khan	  Academy	                                                       	       Using	  Technology	  to	  Reinvent	  EducaSo...
Khan	  Academy	                                                       	       Using	  Technology	  to	  Reinvent	  EducaSo...
Youth	  Career	  Café	  •  Located in the mall•  One-stop for young people   ages 14-21•  School system staffed•  Career e...
EducaSon	  2023	  •  Much	  student	  learning	  takes	  place	  in	     virtual	  worlds	  (3D)	  •  Many	  free	  sites	...
Exercise #3	Imagine	  what	  school	  will	  be	  like	  for	  your	  grandchildren	  or	  great	  grandchildren	  in	  20...
The	  Aging	  Workforce	  •  Government, energy,   insurance, and healthcare   face high %s retiring•  Understand that 70 ...
The	  Aging	  Workforce	                 Neverrees	  (worldwide)	  •  Wealthy population segment   that never wants to sto...
What	  Older	  Workers	  Want	  •  Phased retirement•  Job sharing or PT or temp or project work•  Flexible work schedules...
Knowledge	  Transfer	  •  Start the conversation early•  Make a list of what you need to know•  Ask for suggestions•  Use ...
Building	  your	  Workforce	  Capacity	  •  Start early; elementary school is not too soon•  Stay with them at every level...
GamificaSon	  •  The application of game elements, game   processes, and game design to non-game   system and processes•  E...
IBM	  Onboards	  in	  Second	  Life	  
YES++++++++Q	  	  A	          © The Herman Group, 2013.
To reach me,call 336-210-3548or e-mail me atjoyce@hermangroup.comor Skype me atJoyceGioia.20% of onsite book sales will be...
GettingStarted   © The Herman Group, 2013.
Y                                E                                S                                +                      ...
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Jari --future workforce pa

  1. 1. presents  Riding  the  Waves  of   Change  with  Our   Future  Workforce     January  18,  2013   Delivered  by   Joyce  L  Gioia,  MBA,  CMC,  CSP   The  Herman  Group  
  2. 2. Did  You  Know  Video  
  3. 3. Agenda  •  Economic & demographic trends•  Skills in demand (soft & hard)•  Near term (worst & best jobs)•  Long term (occupation growth in the US)•  Workforce trends & what to do –  Changing Worker Attitudes –  Leadership –  Lean/Innovation –  Competency•  Education (5 years/10 years from now)•  The Aging Workforce  and   out   V ideos rough –  Nevertirees Plus   ses  th –  What Older Workers Want Exerci rning!   o –  Knowledge Transfer the  m•  Building your workforce capacity•  Gamification in recruiting and onboarding. ©  The  Herman  Group,  2013  
  4. 4. Economic  Trends  •  Some signs of recovery•  Unemployment is decreasing slowly•  Increasing skills shortages (more about this later)•  Stock Market ≠ Economy . . .•  Home-shoring. ©  The  Herman  Group,  2013   .  
  5. 5. Changing  Demographics                       of  the  Workforce  
  6. 6. The  Workforce  Age  Wave     2010     (C)   6E+06 (B)   Peak  Age  of   50   Fewer   Baby  Boomers   Workers   20   (D)     Age  30-­‐45  Number  of  People  Available  to  Work     15   5E+06 55   60   45   40   25     (relaSve  comparison)   Fewer   5E+06 Workers   30   Over  Age  60   35   4E+06   (E)   65   4E+06     70   75   3E+06           5%   14% 24% 49% 70%   Percent   1935   3E+06 1   1940   2   3     1945   1950 4 1955 5     1960   6       1970   1975   1980   1985   1990   1995       1965 7  8   9     10 11 12 13 Employed   (A)   Year  People  Were  Born   Age  of  Workforce  (Profile  of  Baby  Boomers)   ©  The  Herman  Group,  2013   Graph from Impending Crisis Herman, Olivo, and Gioia (Oakhill Press) Source:  BLS  Research  
  7. 7. The  Workforce  Age  Wave     2015     Fewer   6E+06 Peak  Age  of   (C)   (B)     55   Workers   25   (D)     Baby  Boomers Age  35-­‐50  Number  of  People  Available  to     20   Work  (relaSve  comparison)   5E+06 60     Fewer   65   50   45   30     5E+06 Workers Over  Age  60   35   40   4E+06   70   4E+06   (E)   75   3E+06   80   70%     3%   5%   14%   24%   49%   Percent     3E+06             1940       1955   1960   1965   1970   1975   1980                     1935 1945   Age  of  Workforce   1950   1985 1990 1995       1 2 3 4 5 6 7 8 9 10 11 12 13 Employed   (A)   Percent   Year  People  Were  Born Percent     Employed   orkforce  (Profile  aby  Boomers)   Age  of  W (Profile  of  B of  Baby  Boomers)   Employed   ©  The  Herman  Group,  2013   Graph from Impending Crisis Herman, Olivo, and Gioia (Oakhil Press) Source:  BLS  Research  
  8. 8. Why  We  Need  to  Recruit  and  Retain  our  Workforce       Elderly and Upper Middle-age Population Population U.S., 1970 - 2050 (millions) 140 Age 55-64 Age 65-84 Age 85+ 120 2015 = 47 Million People Over Age 65 100 2030 = 71 Million People Over Age 65 80 2015 60 40 20 0 1970 1980 1990 2000 2010 2020 2030 2040 2050 Elderly  as  %  of  Total  Popula<on   9.8% 11.3% 12.6% 12.8% 13.3% 16.4% 20.1% 20.7% 20.4% Source:  U.S.  Census  Bureau,  Data  for  2010  –  2050  projec<ons  based  on  Census  Bureau’s   “Middle  Series”  Scenario  for  fer<lity,  mortality,  and  immigra<on.     ©  The  Herman  Group,  2013  
  9. 9. Demographics  Trends  •  15.1% fewer people in Gen X•  The Millennials are challenging employers as no other generation•  Older workers will want to keep working. ©  The  Herman  Group,  2013.  
  10. 10. Skills  Shortages  Abound  In  a  recent  DeVry  University  television  commercial,  the  narrator  states:    Nearly  half  of  US  employers  have  jobs  open  which  they  can  not  fill.   ©  The  Herman  Group,  2013  
  11. 11. New  Study:  2012  Aflac  WorkForces  •  49% “at least somewhat likely to look for a job this year”•  50% say employee benefits are "very or extremely influential on decision to leave”•  "Workers who are extremely or very satisfied with their benefits program are 9X more likely to stay with their employer than workers who are dissatisfied with their benefits program.”•  76% of employees said theyd be “at least somewhat likely to accept a job with a more robust benefits package but lower compensation.”   ©  The  Herman  Group,  2013.   11  
  12. 12. Pockets  of  Crisis   •  Geography •  Occupation •  Industry.©  The  Herman  Group,  2013.   12  
  13. 13. Responses  to  Skilled  Labor  Shortages   SOURCE:  Manpower,  Inc.,  “ConfronPng  the  Talent  Crunch”.     ©  The  Herman  Group,  2013  
  14. 14. Exercise #1 Mind  map  the  implicaPons  of  these  demographic  changes  and  skills  shortages  on  your  community  and  your  ability  to  find  and  train  the  people  you  will  need  in  the  future.  
  15. 15. So_  Skills  in  Demand  •  Ability  to  embrace  change  •  Learning  agility  •  Adaptability/ability  to                                                                               handle  diverse  responsibiliPes  •  Curiosity=>creaPvity  &  innovaPon  •  Capacity  to  work  in  a  team    •  Commitment  to  conPnuous  learning  (including   self-­‐directed).   ©  The  Herman  Group,  2013   SOURCE:  Adapted  from  “Transforming  the  Workplace:  CriPcal  Skills  and  Learning   Methods  for  the  Successful  21st  Century  Worker”  by  Sam  Herring,  2012.  
  16. 16. Hard  Skills  in  Demand  •  STEM  (Science,                                                                                         Technology,  Engineering,                                                                                   Math)  •  Computer  skills    •  CommunicaPons  skills                                                                               (wriPng/speaking)  •  AccounPng  •  Trades  (electrical,  plumbing,  carpentry,  welding)  •  AutomoPve  and  RV  maintenance  and  repair.   ©  The  Herman  Group,  2013  
  17. 17. Best  Jobs  2012  1.  So^ware  Engineer  ($88,142)  2.  Actuary  ($88,202)  3.  Human  Resources  Manager                                                                               ($99,102)  4.  Dental  Hygienist  ($68,109)  5.  Financial  Planner  ($104,161)  6.  Audiologist  ($67,137)  7.  OccupaPonal  Therapist  ($72,110)  8.  Online  AdverPsing  Manager  ($87,255)  9.  Computer  Systems  Analyst  ($78,148)  10. MathemaPcian  ($99,191)   SOURCE:  Forbes  Magazine,  December  2012.   ©  The  Herman  Group,  2013  
  18. 18. Worst  Jobs  2012  1.  Lumberjack  ($32,114)  2.  Dairy  Farmer  ($33,119)  3.  Military  Personnel  ($36,261)    4.  Oil  Rig  Worker  ($32,132)  5.  Newspaper  Reporter  ($35,275)  6.  Server  ($18,088)  7.  Meter  Reader  ($35,171)  8.  Dishwasher  ($18,044)  9.  Butcher  ($29,156)  10. Broadcaster  ($27,324)   SOURCE:  Forbes  Magazine,  December  2012.   ©  The  Herman  Group,  2013  
  19. 19. OccupaSonal  Employment  ProjecSons  to  2020      OccupaSon        %  Growth   1.  Registered  Nurses        26.0   2.  Retail  Salespersons      16.6   3.  Home  Health  Aids      69.4   4.  Personal  Care  Aids                        70.5   5.  Office  Clerks,  General    16.6   6.  Food  Prep/Serving      14.8   7.  Customer  Service  Reps    15.5   8.  Heavy/Tractor-­‐Trailer            20.6                                                                                           Truck  Drivers     9.  Laborers/Freight/                  15.4                                                                                                 Stock/Material  Movers   10.   Post-­‐secondary  teachers  17.4     ©  The  Herman  Group,  2013   Ranked  by  1000s  of  people  needed   SOURCE:  DOL.gov,  hkp://www.bls.gov/emp/ep_table_104.htm,  2012.  
  20. 20. Fastest-­‐Growing  OccupaSons  to  2020      OccupaSon        %  Growth  1.  Personal  Care  Aids      70.5  2.  Home  Health  Aids      69.4  3.  Medical  Secretaries    41.3  4.  Medical  Assistants      30.9  5.  Registered  Nurses                          26.0  6.    Physicians  and  Surgeons  24.4  7.  RecepPonists/Info  Clerks  23.7  8.  LPNs  and  LVNs        22.4  9.  ConstrucPon  Laborers    21.3  10. Landscaping/Ground    20.9                                                                                           Truck  Workers       SOURCE:  DOL.gov,  hkp://www.bls.gov/emp/ep_table_104.htm,  2012.  
  21. 21. Exercise #2 What  do  these  job  and  career                                                                                            data  mean  for  you,  your                                                                  company,  and  your  clients?   ©  The  Herman  Group,  2013  
  22. 22. Changing  Worker  Actudes  •  Warm  Chair  AdriSon  •  Corporate  Cocooning  •  Life/Work  Balance                             Important  •  Stay  Marketable  •  Corporate  Loyalty  is  Dead!   © The Herman Group, 2013.
  23. 23. Dearth  of  Leadership   • Leadership  by  Anointment   • Lack  of  Training  for                                                                                                               Supervisors,  Managers,                                         Execs   • “The  Peter  Principle”  Lives   • Many  Young  People  Don’t  Want                       to  Lead.  ©  The  Herman  Group,  2013.  
  24. 24. Desire  to  Get  Lean  •  Several  paths   –  Lean  Thinking  (Womack)   –  Great  Game  of  Business  (Stack)   –  I-­‐Power  (Gerson)  •  VIP:  the  culture  must  be  ready  •  Be  sure  to  include                                                                     Gainsharing!   ©  The  Herman  Group,  2013  
  25. 25. The  Competency  Deficit  •  Public schools are not preparing students for work•  Myth: All students should go to 4-yr. college•  College costs are rising faster than COL•  Vocational schools and community colleges have a large part to play. © The Herman Group, 2013.
  26. 26. Post-­‐High  School     EducaSon  Pipeline   For every 100 students entering ninth grade . . . 67 Complete High School within 4 Years 38 Enroll in College 1 26 Return to College the Fall after Freshman Year 18 Complete a Bachelor’s Degree within 6 Years or an Associates Degree within 3 Years 0 10 20 30 40 50 60 70 80Source: Ewell, Jones, and Kelly, Conceptualizing and Researching the Education Pipeline, National Center for Higher Education Management Systems. ©  The  Herman  Group,  2013  
  27. 27. What  works  to  keep                                young  adults  in  school?     ©  The  Herman  Group,  2013  
  28. 28. Herman  Group  Study  for                                                   US  Department  of  EducaSon  (OVAE)    Findings were startling. . . –  Team spirit –  Mentorship (“Adopt a-Unit” and RDCs) –  Teach instructors (mandatory 2-3 weeks) –  Unqualified support. © The Herman Group, 2013.
  29. 29. IBM  Intro  to  Second  Life  
  30. 30. EducaSon  2018  •  Virtual  worlds  engage  students   early  •  School-­‐employer  partnerships  •  Mentors  play  a  substanSal  role   in  growth  •  Blended  learning  is  the  norm  •  Schools  capitalize  on  social   networking  to  support  learning    •  Alternative teaching styles are valued. © The Herman Group, 2013.
  31. 31. 2  Pi,  the  Rapping  Teacher  
  32. 32. Leadership  CONNECTIONS  A Discovery and Life Options Training Program Providing Leadership Training for Young Women• Leadership basics and character education• Philanthropic leadership and civic responsibility• 3-Tier mentoring support• Summer College Experience Retreat• Intergenerational networking. © The Herman Group, 2013.
  33. 33. Khan  Academy   © The Herman Group, 2013.
  34. 34. Khan  Academy   Using  Technology  to  Reinvent  EducaSon•  Late 2004, hedge fund analyst Salman Khan began tutoring his cousin•  When others asked for his help, he decided to post the videos on YouTube; a funny thing happened. . .•  They liked the recordings better than him in person. © The Herman Group, 2013.
  35. 35. Khan  Academy     Using  Technology  to  Reinvent  EducaSon•  Demystifying complicated subjects, now 2300 courses, 10 minutes each, delivered over 50 million lessons, daily affects hundreds of thousands of kids•  Currently being tested in 5th and 7th grade math classes in Los Altos, CA•  Something remarkable happens. . . © The Herman Group, 2013.
  36. 36. Khan  Academy     Using  Technology  to  Reinvent  EducaSon•  Applies the metrics of business to education•  Flips homework and school work•  Translating into 10 languages•  A street kid in Mumbai could learn calculus•  Sponsored by Google and the Gates Foundation―ALL FREE!•  Opportunity to affect millions! © The Herman Group, 2013.
  37. 37. Youth  Career  Café  •  Located in the mall•  One-stop for young people ages 14-21•  School system staffed•  Career exploration•  Classes―soft/hard skills•  Resume advice•  Mock interviews. © The Herman Group, 2013.
  38. 38. EducaSon  2023  •  Much  student  learning  takes  place  in   virtual  worlds  (3D)  •  Many  free  sites  like  Coursera  and   Khan  offer  opportuniSes  to  learn   from  the  masters,  supported  by   sponsors  •  Employers  pay  100%  of  college  for   promising  young  people  •  Everyone  has  a  mentor  by      age  12  •  Bricks    mortar  has  taken  a  backseat   to  online  learning  •  Colleges have discovered the formula for engaging students and lose few of them. © The Herman Group, 2013.
  39. 39. Exercise #3 Imagine  what  school  will  be  like  for  your  grandchildren  or  great  grandchildren  in  2030?  Describe  .  .  .   • The  school  building  (real  or  virtual)   • The  teachers  (human  or  virtual)   • What  students  will  be  learning   • How  students  will  submit  assignments   • Any  other  details  you  want  to  add.     You  have  10  minutes.  Have  fun!  
  40. 40. The  Aging  Workforce  •  Government, energy, insurance, and healthcare face high %s retiring•  Understand that 70 is the new 50•  63% of workers in their 50s view phased retirement as important•  Compared to 50% in their 60s and•  Only 36% in their 70s. © The Herman Group, 2013.
  41. 41. The  Aging  Workforce   Neverrees  (worldwide)  •  Wealthy population segment that never wants to stop working•  Why? B/c they define their worth by their work•  Opportunity to capitalize on this group•  Build facilities near assisted living housing•  Much more concerned with leaving a legacy. © The Herman Group, 2013.
  42. 42. What  Older  Workers  Want  •  Phased retirement•  Job sharing or PT or temp or project work•  Flexible work schedules•  Time off, when they want/need it•  Opportunity to make a difference•  Must feel like they are contributing to the greater good. © The Herman Group, 2013.
  43. 43. Knowledge  Transfer  •  Start the conversation early•  Make a list of what you need to know•  Ask for suggestions•  Use technology (audio/video)•  Honor your long-tenured workers•  Make them feel good about sharing. © The Herman Group, 2013.
  44. 44. Building  your  Workforce  Capacity  •  Start early; elementary school is not too soon•  Stay with them at every level (adopt-a-class, assemblies, etc.)•  Talk with vocational and college professors to insure that they are preparing young people for your jobs (curricula)•  Engage teachers over the summer•  Develop relationships with the department chairs so that you get 1st pick•  Offer mentoring and mock interviews. © The Herman Group, 2013.
  45. 45. GamificaSon  •  The application of game elements, game processes, and game design to non-game system and processes•  Elementary games like scavenger hunts and passports to be stamped by executives, used in onboarding•  Harrah’s has used poker to recruit (MBA  Poker  Championships)  •  Games  make  tradiPonal  processes  more  fun— important  for  Millennials.   © The Herman Group, 2013.
  46. 46. IBM  Onboards  in  Second  Life  
  47. 47. YES++++++++Q    A   © The Herman Group, 2013.
  48. 48. To reach me,call 336-210-3548or e-mail me atjoyce@hermangroup.comor Skype me atJoyceGioia.20% of onsite book sales will benefityour local workforce foundation.
  49. 49. GettingStarted © The Herman Group, 2013.
  50. 50. Y E S + + + + + CarpeFuturum!Seize the Future! © The Herman Group, 2013.

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