3. Consumer is becoming more technology savvy
resulting in rise of e-commerce industry
In 2013, mobile payments totaled 235.4 b$ worldwide
Expected to increase by 38 % in 2014
89 % of customers said it is important for retailers to allow
them to shop in the way that is most convenient for them
4. World Bank report estimates:
Of the 7,000 new large companies that are expected to develop
by 2025, seven out of ten will be in emerging regions
More than 45% of the Fortune Global 500 could be based in
emerging regions (up from 5% in 1990 and 17% in 2010)
Power is shifting to emerging markets
esp China & India
IMF report estimates:
Maximum addition to workforce will
happen in India followed by China
over the next decade
Working age population in India will
rise faster than China
5. The current generation in India entering the
workforce is:
• More independent
• Aware of global opportunities
• Focus on short-term goals
• Seeks international roles early in career
New workforce is becoming more demanding and
less equipped to meet business needs
Skill gap
Only 21% of MBAs in India are employable -
Merit Trac 2012 report
Expectations
CISCO Connected World Technology Report
1. 60% of workers are globally mobile for
jobs
2. Workers value workplace flexibility very
high (second only to salary)
24X7 connected
Workers nowadays are connected 24X7 ,
mobile penetration & social networking has
blurred the lines between professional &
personal space
Ease of technology
Need for instant access to information & need
to be connected anytime anywhere
Need for convenience at fingertips
6. Despite rising workforce India’s top 500
companies will experience significant leadership
shortfall
Source: Booz & Co.
88% of top Indian companies cited gaps in
leadership as top challenge - Harvard
48% cos. have difficulty finding qualified
candidates for senior positions – Manpower
By 2017, 18% of leadership positions will be
unfilled – Booz & Co.
7. Leadership skills needed for future
Creating a
compelling vision
for the organization
Driving engagement
across levels
Translating
customer insights
to business
solutions
Identifying &
developing talent
Leaders Adaptability & Agility to embrace the “New” will act as a key differentiator !
Leading Change
Ability to leverage technology will be a pre-requisite for any leader
8. In VUCA times, talent will be defined by
• Entrepreneurial spirit & mindset
– Risk taking
– Vision & foresight
• Ability to predict, manage and probably lead change
– Ability to plan for different scenarios
• High learning agility
– Ability to learn new skills quickly
– Apply them on the job
• Great Collaborators & influencers
• High action bias
• Ability to perform under all circumstances
9. Decentralized & flatter organizations will drive growth
• Empowered teams at the ground for quick decisions & faster turn around
• Top Management more connected to the ground realities & customer needs
• Top Management more aware & connected to front line employees
• Less vertical & more horizontal moves to develop T-shaped careers
• Cross functional knowledge & teams will speed up response to change
Organizations need to be lean & agile to master
change
10. These VUCA times will need the HR function to
change
From To
• Process & Operational Expert
• Survivor of change
• Focus on Cost reduction
• Training
• Engaging through careers
• Adopter of Technology
• Emotional decision making
• Talent Consultant & Advisor
• Catalyst for change
• Retention and engagement
• Continuous learning
• Engaging through experiences
• Pioneer of Technology
• Use data & analytics for decision
making & forecasting talent needs
11. And redefine the Talent game
11
Talent Acquisition
- Leverage technology
-Break the conventional
boundaries
- Build global networks
for sourcing talent
- Hire agile & adaptable
talent
Leadership
Development
- Early identification
- Horizontal Learning
- Global Leaders for local
markets
- Early exposure to big
roles
Virtual Talent
Collaboration
-Digitized world
-Global Connect
-Cross Cultural exposure
Build agile and adaptable workplaces that thrive in times of change
12. Talent development & Career Planning will be
driven through
Providing Critical Experiences early on
through:
1. Action Learning Projects
2. Stretch Assignment
3. Cross functional moves
4. Manager as career coaches
Building skills to be better prepared for
change & globally connected world:
1. Scenario Planning
2. Predictive Analysis
3. Cross Cultural awareness
Focus on programs that foster
1. Employee creativity and innovation
2. Collaboration and communication
3. Change Management
Career planning should focus on
1. Developing breadth of skills
2. Horizontal career moves
3. Providing critical experiences early on
4. Peer Learning
13. HR needs to leverage the SMAC opportunity &
use gamification to engage & develop talent
As per Aberdeen
Organizations with gamification in place improve
engagement by 48% and improve turnover by 36%
As per Gartner by 2015
More than 50 percent of organizations will gamify
innovation processes
More than 70 percent of Global 2000 organizations
will have at least one gamified application
HR can leverage the power of gamification in
Talent
Acquisition &
Onboarding
Engagement
Rewards &
Recognition
Training &
Development
• Knack gauges cognitive skills
such as pattern recognition, risk
aversion, EI (emotional
intelligence)
• Hays deploys them to hire
recruiters
• Marriott Hotels uses it for
hiring decisions & on-boarding
• Use online contests & games
for health & well being, health
walking competitions, weight
loss competition, etc
• Give employees ease of use
through mobile platforms for
anywhere anytime useage
• SAP uses games to educate its
employees on sustainability
• Unilever applies them to
training
• Deloitte Leadership Academy
(which has trained 10K+
executives from 150+
countries) delivers learning
gamification through Badgeville
• Reward top recruiters through
gamification
• Referrer of the year
• Reward for cross functional
collaboration
14. Organizations are adapting to new realities of
technology savvy & diverse workforce needs
Microsoft
• Defines strategy as “Mobile First Cloud
First”
• Yammer – internal social platform for
employee connect & virtual collaboration
BYOD (Bring Your Own Device)
Companies promoting BYOD policy see an
increase in employee productivity
American Express
Its Blue Work Program on workplace flexibility
boosted employee productivity & saved real
estate cost upto 15m$ annually
Aetna
Its workforce flexibility program led to
increased productivity & annual real estate
savings of 75m$
Goldman Sachs
Launched Cultural Dojo program in 2009
focused on cross cultural training of its
employees to increase global collaboration
Tata Motors
They have flexible Employee Value Proposition
for their different employee groups in different
markets it operates in
Starwood Hotels
Moved its Headquarters to China for a month
to be closer to growth markets, making top
management more aware of opportunities &
challenges in growth markets
Causecast
It provides technological solutions to
organization to connect companies and their
employees with the social causes they care
about
15. It is not the strongest or the most intelligent who will
survive but those who can best manage change. --
Charles Darwin
