2. Jobs that didn’t exist 10 years ago
• Sustainability Consultants
• App Developers
• Market Research Data Miner
• Strategic Workforce Planner
• Social Media Manager
• Elder Care Services Coordinator
• Search Engine Optimisation
• User Experience Designers
• Virtual Assistant
• Transport Security Agent
• Professional Blogger
• Telework Coordinator
• Augmented Reality Architects
• Online “place” Builders
• Smart Contract Developers
• Global System Architects
• Global Crowdsourcing Managers
• Waste Data Managers
• Urban Agriculture
• Business Colony Managers
• Personal Avatar Designer
• Avatar Hollywood Agents
• 3D Print Engineer
• Alternative Currency Bankers
• Privacy Managers
• Data Hostage Specialists
• Smart Dust Programmers
Source: http://www.futuristspeaker.com/2011/11/55-jobs-of-
the-future/
60% of the jobs 10 years from now haven’t been invented
yet. Some likely candidates:
IN HINDSIGHT…..
3. A REAL “OOPS” EXAMPLE
Difficulty to Hire
Overall, this job is not particularly difficult to hire for (around the median), but significantly easier in Canberra (88
median), but significantly easier in Canberra (88 candidates per role) and Melbourne (68 candidates per role) than in Sydney
Melbourne (68 candidates per role) than in Sydney (35 candidates per role). National average is 51 candidates per role.
12 months later….
• Seek.com reports the IT Security job ads jumped by 60% in 2015.
• The # of IT Security roles are projected to increase by 21% by 2019, the fastest growing across the ICT job family.
• In Australia across all industries, average time to fill IT Security permanent roles is 61 days.
• A security architect salaries in NSW is now around $180K with expected rises in job numbers and salaries.
7. In Australia in 2006, women made up 10.6% of the engineering labour force and grew by 8.0% per year, increasing the proportion of women
engineers to 11.8% in 2011. Although an improvement, the share of women engineers is very low compared to the skilled labour force at
53.0%. The next census will occur in 2016 but other ABS employment data suggests that the number of women in engineering has dropped
below 2011 levels.
https://www.engineersaustralia.org.au/sites/default/files/shado/Resources/statistical_overview_2015.pdf
Gender ratios in engineering
24
1.4%
36
2.1%
36
2.1%
Networks Female to Male ratio is 14.6%. However, considering that the Networks’ workforce is not 100% engineers, this ratio should be much
higher. Networks ability to attract and retain female talent across all roles will be heavily impacted.
Other BU’s:
• Optus Business – 26% female
• Finance & IT – 30% female
• OWS/SMB – 23% female
Networks Female to Male Ratio
8. For the 4 leading up
to Feb’16, Networks
only had 1%
voluntary turnover.
Optus Business, a
similarly sized
business unit, had 4%
voluntary turnover in
the same time
period.
Voluntary Turnover in Networks will impede the acquisition of future capabilities
9. Will we be ready?
• To compete, organizations will need to
push talent management beyond the
enterprise wall to include the new
extended workforce: up to 40% of work
will be done in the “gig economy” by
(Accenture/Deloitte) Participation rates of mature workers
Growth of the US “gig economy”
• Almost 60% of existing jobs will disappear in
the next 15 years due to automisation,
artificial intelligence and robotics. (University
of Oxford)
• More Australians are working past traditional
retirement age. And unemployment rates of
university graduates are at historic lows.
(Australian Bureau of Statistics)
13. 3 to 5 year planning window Preferred Future
(current strategy)
Possible Future
Probable Future
Plausible Future
Foundationalcapabilitiesrelevanttoall
potentialfutures
Agreed metrics to assess which future is becoming more likely every 6 months
Fine-tune and narrow agreed capabilities plan based
on increased likelihood of a potential future scenario
SCENARIO PLANNING
14. • Does (or could) analysing consumer
trends lend meaningful insight into your
learning strategy? How?
• Who will ultimately be best placed to be
the strategic partner of the business –
HR or L&D? Why?
• In an increasingly complex environment,
is long-term planning counter-
productive?
DISCUSSION
Editor's Notes
The workforce is becoming increasingly global, interconnected and interrelated.
Not only are jobs evolving quickly, but new jobs can appear and disappear within 10 years.
The competitive environment will continue to become increasingly complex and uncertain. Corporate strategies can do a 90 degree shift every 3 years.
PewDiePie – 10 billion hits, over 41 million subscribers (the same number of Netflix subscribers in the US), made $10m last year
