SAP Senior Director of Diversity Nicole McCabe discussed the rapidly changing global workforce during her presentation at the 2014 Human Capital Leadership Forum in New York on Oct. 21. In her presentation, McCabe discussed the results of a recent study of 2,400 executives and 2,700 employees about the current workforce.
According to McCabe, the study showed the global workforce is becoming more flexible and diverse. In addition, McCabe pointed out feedback is crucial for today’s executives and employees, and the ” millennial generation” is changing the way many organizations look at the global workforce. However, McCabe pointed out millennials are still concerned about retirement, training and other traditional benefits when they evaluate potential employers: “The millennials really aren’t as different as we think … Many of them still look at compensation as the most important factor for choosing a role and staying with the job. They’re also concerned about things like retirement and training and development, but we were a little surprised to find that having meaning and having purpose were not a priority in staying at the same position.”
McCabe noted learning and growing within an organization is important to millennials. She also pointed out compensation is the most important consideration for millennials, and today’s employers may need to rethink their compensation strategies to ensure they can find the most qualified candidates to fill vacancies: “You see these gaps where the employees are focusing on compensation, yet not a lot of companies are offering great compensation plans. We also see things about retirement plans for employees; they want those things but employers are not often offering those to the employees. I think that we need to look at this and as employers ourselves today it’s time to look at our compensation strategy.”
- See more at: http://www.argylejournal.com/chief-human-resources-officer/2014-human-capital-leadership-forum-nicole-mccabe-senior-director-of-diversity-sap/#sthash.vKSfOEDh.dpuf
Giancarlo Davila, Global HCM Strategic Advisor of HR Line of Business at SAP, discussed the future of the global workforce during a Thought Leadership Spotlight Presented by SuccessFactors, an SAP company, at the 2014 Human Capital Leadership Forum in Dallas on Nov. 20. In his presentation, Davila pointed out that getting the best talent is a major challenge for today’s organizations and is likely to remain an ongoing hurdle for many organizations.
According to Davila, “millennial misunderstanding” is a major problem for many organizations. Davila noted organizations must find ways to bridge the gap between millennials and business leaders, especially as more millennials enter the global workforce. In addition, Davila said organizations that start developing and launching recruitment programs now could find new ways to connect with millennials over the next few years: “It is easier for me to know my neighbor’s background, neighbor’s network, where he or she has worked in the past, what are her desires, what languages does she speak, where she has been in the last week and how she likes her coffee in the morning. When it comes to employees, it’s so hard to even understand that.”
Davila also said the future workforce will be flexible, especially as more organizations begin to rely heavily on a “contingent workforce.” Understanding how to leverage talent is vital for organizations, Davila noted, and this can help an organization find high-quality talent consistently: “It’s very important for you to understand that when you go to different markets, you’re going to be competing with talent, with local companies, very profitable, very engaging companies that know their demographics. … If you would like to grow, you also need to find those leaders that are willing and capable of leading a diverse workforce and willing to move and relocate to other regions.”
- See more at: http://www.argylejournal.com/chief-human-resources-officer/thought-leadership-spotlight-presented-by-successfactors-an-sap-company-giancarlo-davila-global-hcm-strategic-advisor-hr-line-of-business-sap/#sthash.ZSMP8enf.dpuf
Careers in the 21st Century (Webinar by Fuel50 and Bersin by Deloitte)Fuel50
There is no one right way to approach career management. Strategies for moving workers into, around, and even out of the organization have changed drastically in the past ten years and largely depend on the goals of both the worker and the company.
However, companies with effective career management initiatives have some similarities. They tend to approach career management holistically – considering more than just role descriptions and career paths – and they focus heavily on alignment with organizational goals and needs.
Check out this deck from our webinar, or view the recording at https://www.fuel50.com/events/careers-21st-century/
The 2013 Kelly Global Workforce Index (KGWI) brings work and workplace insights sourced from more than 120,000 respondents from 31 countries across the Americas, EMEA and APAC regions.
This first installment, on the topic of Career Development and Upskilling, explores the changing focus on training and skills development, as employees become more proactive and self-reliant in managing their careers.
Giancarlo Davila, Global HCM Strategic Advisor of HR Line of Business at SAP, discussed the future of the global workforce during a Thought Leadership Spotlight Presented by SuccessFactors, an SAP company, at the 2014 Human Capital Leadership Forum in Dallas on Nov. 20. In his presentation, Davila pointed out that getting the best talent is a major challenge for today’s organizations and is likely to remain an ongoing hurdle for many organizations.
According to Davila, “millennial misunderstanding” is a major problem for many organizations. Davila noted organizations must find ways to bridge the gap between millennials and business leaders, especially as more millennials enter the global workforce. In addition, Davila said organizations that start developing and launching recruitment programs now could find new ways to connect with millennials over the next few years: “It is easier for me to know my neighbor’s background, neighbor’s network, where he or she has worked in the past, what are her desires, what languages does she speak, where she has been in the last week and how she likes her coffee in the morning. When it comes to employees, it’s so hard to even understand that.”
Davila also said the future workforce will be flexible, especially as more organizations begin to rely heavily on a “contingent workforce.” Understanding how to leverage talent is vital for organizations, Davila noted, and this can help an organization find high-quality talent consistently: “It’s very important for you to understand that when you go to different markets, you’re going to be competing with talent, with local companies, very profitable, very engaging companies that know their demographics. … If you would like to grow, you also need to find those leaders that are willing and capable of leading a diverse workforce and willing to move and relocate to other regions.”
- See more at: http://www.argylejournal.com/chief-human-resources-officer/thought-leadership-spotlight-presented-by-successfactors-an-sap-company-giancarlo-davila-global-hcm-strategic-advisor-hr-line-of-business-sap/#sthash.ZSMP8enf.dpuf
Careers in the 21st Century (Webinar by Fuel50 and Bersin by Deloitte)Fuel50
There is no one right way to approach career management. Strategies for moving workers into, around, and even out of the organization have changed drastically in the past ten years and largely depend on the goals of both the worker and the company.
However, companies with effective career management initiatives have some similarities. They tend to approach career management holistically – considering more than just role descriptions and career paths – and they focus heavily on alignment with organizational goals and needs.
Check out this deck from our webinar, or view the recording at https://www.fuel50.com/events/careers-21st-century/
The 2013 Kelly Global Workforce Index (KGWI) brings work and workplace insights sourced from more than 120,000 respondents from 31 countries across the Americas, EMEA and APAC regions.
This first installment, on the topic of Career Development and Upskilling, explores the changing focus on training and skills development, as employees become more proactive and self-reliant in managing their careers.
Understanding How Organizations Develop Competencies and SkillsDavid Forry
An overview of Brandon Hall Group’s Competency and Skills Development Study, conducted April-June 2019. It includes the current state of competencies and skills development, as well as analysis, critical questions organizations need to answer and our analyst point of view on the research.
Brandon Hall Group is a preeminent research and advisory firm, with more than 10,000 clients globally and more than 25 years of delivering Research-Based Solutions that Empower Excellence in Organizations.
Gain access to more research insights at www.Brandonhall.com.
Boosting business results and engagement – 3 simple steps for L&D professionalsLaura Overton
Laura Overton shares how formal benchmarking can help L&D leaders become the boost business results and improve learning engagement.. The presentation looks at:
• Benchmarking as an L&D business improvement tool and why current L&D benchmarks are wholly in adequate
• How new learning benchmarks can help L&D leaders improve results and engagement.
• The benefits that great benchmark data can add to aligning learning to need, forging business relationships and prioritising action areas.
• 3 simple steps to help you benchmark with L&D peers.
The session draws on benchmark data from over 2200 L&D professionals around the globe. Participants are invited to take part in the confidential Towards Maturity Benchmark for free until 12th July 2012 here [https://www.surveymonkey.com/s/TM2013Benchmark].
Find out more about Towards Maturity Benchmark Reports at www.towardsmaturity.org/benchmarking
Find out more about new learning benchmarks by joining The Towards Maturity New Learning Benchmark group on Linked In.[ http://www.linkedin.com/groupRegistration?gid=3696010]
Follow benchmark conversations on twitter at #bethtebest13
This session was originally given presented as part of the Corporate e-learning Consortium webinar Series
WEBINAR: “The Employee Career Experience” with Anne FultonFuel50
Check out this insightful webinar by Fuel50 at http://go.fuel50.com/wece4
Our global career benchmarking research has shown that the employee career experience needs to be crafted with touch-points across the entire talent life-cycle — from attraction to your alumni strategy. Join Anne Fulton, Fuel50 founder and author of The Career Engagement Game, for research insights and stories around what best-in-class organizations are achieving with their employee experience.
Coaching Employees for High Performance (Webinar by Fuel50 & Quantum Workplace)Fuel50
Check out the full webinar at http://f50.li/cehp. Today, more than ever, providing opportunities for professional development and career growth is critical to engaging and retaining productive and high-performing employees. In fact, 100% of HR leaders identified improving leader coaching conversations as a top priority for them in 2017 and 70% of employers say their career development processes are ineffective at providing career advancement opportunities.
A great onboarding process will save your company money and talentBattlejungle
Why onboarding is an essential part of employee training? Check out our new video presentation to learn more and start to create your new onboarding process today!
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
In today’s job market, retaining key talent is more important than ever. Learning is an integral part of the employee lifecycle from hire to retire and providing growth opportunities to your workforce throughout this cycle increases overall retention. Come learn about how injecting learning into recruitment, onboarding, and ongoing skill and career development will increase your overall retention numbers.
In this session, you’ll:
Understand how employee engagement increases retention
Learn how targeted programs can help you maintain a skilled workforce
Find ways to get “tribal knowledge” back into the system
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking emotional intelligence skills.
Towards Maturity’s 7 secrets of top performing L&D teamsLaura Overton
Today’s L&D function is under intense pressure. Globalisation, technology, continual change and focus on talent means that more is demanded of learning teams who have diminishing resources to draw on. This presentation by Towards Maturity Managing Director, Laura Overton, draws on research with over 2,900 organisations to outline 7 secrets of top performing teams. The presentation was first delivered as part of a webinar in conjunction with SuccessFactors, an SAP company.
If you would like to find out about becoming a top learning company, find out more about benchmarking with Towards Maturity visit: http://towardsmaturity.org/static/survey
If you have had successes in any of these 7 areas, we’d love to hear from you!
Test drive Fuel50 in the IBM platform: http://f50.li/u2ok
Recap on our webinar presented on 12th October 2016, with Fuel50 and IBM Kenexa discussing how to build a stretch-growth marketplace within your organization.
Best Employee Recognition PowerPoint Presentation SlidesSlideTeam
Best Employee Recognition PowerPoint Presentation Slides offers a remarkable design for professionals to compile the core aspects of recognition programs. This reward management PPT theme helps you to consolidate company background in terms of employee productivity and revenue per employee. Represent the employee dissatisfaction reasons and the steps involved in creating a sound recognition program using reward program PowerPoint slideshow. This employee motivation PPT template helps you to showcase the employee recognition committee, identify the award types, and their frequency. Demonstrate the best employee selection timeline, and different recognition programs across various departments using this employee recognition award PowerPoint presentation. Highlight the impact of rewards program on the employee using parameters like productivity, and employee engagement through performance recognition PPT slideshow. Compile criteria like attitude, attendance, and ability to learn with the help of our employee of the year rewards program PowerPoint theme. Take advantage of impactful data visualization tools of employee recognition PPT slides deck and create a compelling presentation within moments. https://bit.ly/3hbl1nD
Following the Deloitte ImpactHR Conference in May 2016, we had the privilege of hearing all of the latest in global HCM trends and 'Bersin by Deloitte' predictions for the 2020 work experience. This slideshare is a compilation of some of our key takeaways.
Exclusive to viewers of this slideshare, we're offering our entire Talent Lifecycle research paper for a limited time only. Links are in the slideshare.
CAREER PLANNING & PATHING: HOW TO DEVELOP A STRATEGIC VISIONHuman Capital Media
Consider the importance and impact of Career Pathing for your workforce. In this webinar we will discuss the benefits and key elements that drive career pathing and what it means for your company’s employee experience, engagement and retention. Employees are bringing new expectations; we’ll discuss the impact of providing your employees with a personalized and transparent view to their career development and growth with a particular focus on results.
The C-suite understands that talent development is essential to ongoing success. The most progressive leaders are re-thinking their talent strategy by improving the employee experience, embracing diversity, empowering career development, placing learning at the heart of HR.
This interactive webinar will provide easy-to-understand insights on:
Discuss the importance of Career Pathing within your Talent Development strategy
Identify key expectations employees now bring to their jobs
Showcase the bottom-line results of a well-defined and developed career development & growth solution
7 Key Elements for Every Top Learning Strategy - Webinar 02.19.14BizLibrary
The best practices in learning strategies are a mix of several elements that meet the needs of the organization, employees and clients or customers. In this complimentary webinar, you will learn:
- 7 clear and concise elements of Next Generation Learning Strategies
- The importance of continuing adjustments to a successful strategy
- Aligning your learning strategies to support organizational goals.
www.bizlibrary.com/webinars
Grabbing the attention of time starved LearnersLaura Overton
44% of L&D professionals say their staff are reluctant to engage with online learning but Towards Maturity’s direct research with learners shows that perhaps they are not as reluctant as we think! This interactive session, first presented at the Learning Technology Summer Forum 17th June 2014, takes a fresh look at how L&D professionals can think about not only grabbing learner’s attention but turn that attention into action. Here we show how to apply killer tips from the world of marketing to today’s L&D challenges.
The presentation also introduces the Towards Maturity Engagement Index to help L&D organisations identify how their engagement strategies compare with others. Readers can identify their Engagement Index, and 21 other effective practice indices by participating in the Towards Maturity Benchmark Study at www.towardsmaturity.org/benchmarktoday.
his year, the landscape for enterprise learning will be incredibly fluid and fast-paced. The trends that are driving technology everywhere — datafication, mobile, social — also apply to learning. How are these trends changing the learning and HR community? What are the opportunities that you should focus on first?
Join Jody Petruzziello, director of HR solutions strategy at SumTotal Systems, as she highlights five things that your learning strategy should address in 2014, including:
Best practices for process and technology integration.
Mobile learning to drive pervasive employee development.
Rapid content development for contextual learning.
Extending learning to customers and distributors to build relationships and mindshare.
Using development to power talent retention.
Les tendances 2016 du recrutement en FrancePierre Bernard
To truly influence business decisions, you need to understand where the industry is going. This annual report uncovers recruiting trends in France that will move your organization forward, and position you as a strategic business partner.
What’s more interesting is a renewed emphasis on relationships, which is a critical factor in talent acquisition. Learn how this theme ties into the top priorities, upcoming challenges and opportunities ahead in 2016 and beyond.
The future of the workforce is being driven by technology. The impact of technology, responses of the workforce to technology and needed responses by government to these changes in the workforce are discussed in this presentation. This presentation was given to the International Economic Development Leadership Summiit on January 29th, 2013 as part of a panel on "The Evolving Nature of Today's Workforce"
Understanding How Organizations Develop Competencies and SkillsDavid Forry
An overview of Brandon Hall Group’s Competency and Skills Development Study, conducted April-June 2019. It includes the current state of competencies and skills development, as well as analysis, critical questions organizations need to answer and our analyst point of view on the research.
Brandon Hall Group is a preeminent research and advisory firm, with more than 10,000 clients globally and more than 25 years of delivering Research-Based Solutions that Empower Excellence in Organizations.
Gain access to more research insights at www.Brandonhall.com.
Boosting business results and engagement – 3 simple steps for L&D professionalsLaura Overton
Laura Overton shares how formal benchmarking can help L&D leaders become the boost business results and improve learning engagement.. The presentation looks at:
• Benchmarking as an L&D business improvement tool and why current L&D benchmarks are wholly in adequate
• How new learning benchmarks can help L&D leaders improve results and engagement.
• The benefits that great benchmark data can add to aligning learning to need, forging business relationships and prioritising action areas.
• 3 simple steps to help you benchmark with L&D peers.
The session draws on benchmark data from over 2200 L&D professionals around the globe. Participants are invited to take part in the confidential Towards Maturity Benchmark for free until 12th July 2012 here [https://www.surveymonkey.com/s/TM2013Benchmark].
Find out more about Towards Maturity Benchmark Reports at www.towardsmaturity.org/benchmarking
Find out more about new learning benchmarks by joining The Towards Maturity New Learning Benchmark group on Linked In.[ http://www.linkedin.com/groupRegistration?gid=3696010]
Follow benchmark conversations on twitter at #bethtebest13
This session was originally given presented as part of the Corporate e-learning Consortium webinar Series
WEBINAR: “The Employee Career Experience” with Anne FultonFuel50
Check out this insightful webinar by Fuel50 at http://go.fuel50.com/wece4
Our global career benchmarking research has shown that the employee career experience needs to be crafted with touch-points across the entire talent life-cycle — from attraction to your alumni strategy. Join Anne Fulton, Fuel50 founder and author of The Career Engagement Game, for research insights and stories around what best-in-class organizations are achieving with their employee experience.
Coaching Employees for High Performance (Webinar by Fuel50 & Quantum Workplace)Fuel50
Check out the full webinar at http://f50.li/cehp. Today, more than ever, providing opportunities for professional development and career growth is critical to engaging and retaining productive and high-performing employees. In fact, 100% of HR leaders identified improving leader coaching conversations as a top priority for them in 2017 and 70% of employers say their career development processes are ineffective at providing career advancement opportunities.
A great onboarding process will save your company money and talentBattlejungle
Why onboarding is an essential part of employee training? Check out our new video presentation to learn more and start to create your new onboarding process today!
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
In today’s job market, retaining key talent is more important than ever. Learning is an integral part of the employee lifecycle from hire to retire and providing growth opportunities to your workforce throughout this cycle increases overall retention. Come learn about how injecting learning into recruitment, onboarding, and ongoing skill and career development will increase your overall retention numbers.
In this session, you’ll:
Understand how employee engagement increases retention
Learn how targeted programs can help you maintain a skilled workforce
Find ways to get “tribal knowledge” back into the system
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking emotional intelligence skills.
Towards Maturity’s 7 secrets of top performing L&D teamsLaura Overton
Today’s L&D function is under intense pressure. Globalisation, technology, continual change and focus on talent means that more is demanded of learning teams who have diminishing resources to draw on. This presentation by Towards Maturity Managing Director, Laura Overton, draws on research with over 2,900 organisations to outline 7 secrets of top performing teams. The presentation was first delivered as part of a webinar in conjunction with SuccessFactors, an SAP company.
If you would like to find out about becoming a top learning company, find out more about benchmarking with Towards Maturity visit: http://towardsmaturity.org/static/survey
If you have had successes in any of these 7 areas, we’d love to hear from you!
Test drive Fuel50 in the IBM platform: http://f50.li/u2ok
Recap on our webinar presented on 12th October 2016, with Fuel50 and IBM Kenexa discussing how to build a stretch-growth marketplace within your organization.
Best Employee Recognition PowerPoint Presentation SlidesSlideTeam
Best Employee Recognition PowerPoint Presentation Slides offers a remarkable design for professionals to compile the core aspects of recognition programs. This reward management PPT theme helps you to consolidate company background in terms of employee productivity and revenue per employee. Represent the employee dissatisfaction reasons and the steps involved in creating a sound recognition program using reward program PowerPoint slideshow. This employee motivation PPT template helps you to showcase the employee recognition committee, identify the award types, and their frequency. Demonstrate the best employee selection timeline, and different recognition programs across various departments using this employee recognition award PowerPoint presentation. Highlight the impact of rewards program on the employee using parameters like productivity, and employee engagement through performance recognition PPT slideshow. Compile criteria like attitude, attendance, and ability to learn with the help of our employee of the year rewards program PowerPoint theme. Take advantage of impactful data visualization tools of employee recognition PPT slides deck and create a compelling presentation within moments. https://bit.ly/3hbl1nD
Following the Deloitte ImpactHR Conference in May 2016, we had the privilege of hearing all of the latest in global HCM trends and 'Bersin by Deloitte' predictions for the 2020 work experience. This slideshare is a compilation of some of our key takeaways.
Exclusive to viewers of this slideshare, we're offering our entire Talent Lifecycle research paper for a limited time only. Links are in the slideshare.
CAREER PLANNING & PATHING: HOW TO DEVELOP A STRATEGIC VISIONHuman Capital Media
Consider the importance and impact of Career Pathing for your workforce. In this webinar we will discuss the benefits and key elements that drive career pathing and what it means for your company’s employee experience, engagement and retention. Employees are bringing new expectations; we’ll discuss the impact of providing your employees with a personalized and transparent view to their career development and growth with a particular focus on results.
The C-suite understands that talent development is essential to ongoing success. The most progressive leaders are re-thinking their talent strategy by improving the employee experience, embracing diversity, empowering career development, placing learning at the heart of HR.
This interactive webinar will provide easy-to-understand insights on:
Discuss the importance of Career Pathing within your Talent Development strategy
Identify key expectations employees now bring to their jobs
Showcase the bottom-line results of a well-defined and developed career development & growth solution
7 Key Elements for Every Top Learning Strategy - Webinar 02.19.14BizLibrary
The best practices in learning strategies are a mix of several elements that meet the needs of the organization, employees and clients or customers. In this complimentary webinar, you will learn:
- 7 clear and concise elements of Next Generation Learning Strategies
- The importance of continuing adjustments to a successful strategy
- Aligning your learning strategies to support organizational goals.
www.bizlibrary.com/webinars
Grabbing the attention of time starved LearnersLaura Overton
44% of L&D professionals say their staff are reluctant to engage with online learning but Towards Maturity’s direct research with learners shows that perhaps they are not as reluctant as we think! This interactive session, first presented at the Learning Technology Summer Forum 17th June 2014, takes a fresh look at how L&D professionals can think about not only grabbing learner’s attention but turn that attention into action. Here we show how to apply killer tips from the world of marketing to today’s L&D challenges.
The presentation also introduces the Towards Maturity Engagement Index to help L&D organisations identify how their engagement strategies compare with others. Readers can identify their Engagement Index, and 21 other effective practice indices by participating in the Towards Maturity Benchmark Study at www.towardsmaturity.org/benchmarktoday.
his year, the landscape for enterprise learning will be incredibly fluid and fast-paced. The trends that are driving technology everywhere — datafication, mobile, social — also apply to learning. How are these trends changing the learning and HR community? What are the opportunities that you should focus on first?
Join Jody Petruzziello, director of HR solutions strategy at SumTotal Systems, as she highlights five things that your learning strategy should address in 2014, including:
Best practices for process and technology integration.
Mobile learning to drive pervasive employee development.
Rapid content development for contextual learning.
Extending learning to customers and distributors to build relationships and mindshare.
Using development to power talent retention.
Les tendances 2016 du recrutement en FrancePierre Bernard
To truly influence business decisions, you need to understand where the industry is going. This annual report uncovers recruiting trends in France that will move your organization forward, and position you as a strategic business partner.
What’s more interesting is a renewed emphasis on relationships, which is a critical factor in talent acquisition. Learn how this theme ties into the top priorities, upcoming challenges and opportunities ahead in 2016 and beyond.
The future of the workforce is being driven by technology. The impact of technology, responses of the workforce to technology and needed responses by government to these changes in the workforce are discussed in this presentation. This presentation was given to the International Economic Development Leadership Summiit on January 29th, 2013 as part of a panel on "The Evolving Nature of Today's Workforce"
Preparing Leaders for the Workforce of the FutureAnne Loehr
There are big changes coming to the American workforce. In order to survive and thrive in the very different workplace of tomorrow, organizations need to know, plan and stay in front of these changes. Here's a sneak peek to my keynote, "Preparing Leaders for the Workforce of the Future."
This is a presentation on "Lean & Agile Organizational Leadership: History, Theory, Models, & Popular Ideas," which are emerging models for managing high-risk, time-sensitive R&D-oriented new product development (NPD) projects with demanding customers and fast-changing market conditions (at the enterprise, portfolio, and program levels). It establishes the context, provide a definition, and describe the value-system for lean and agile methods, principles, and core ideas. It provides a brief history and comparative analysis of agile methods (i.e., Crystal Methods, Scrum, Dynamic Systems Development Method, Feature Driven Development, and Extreme Programming), project management models (i.e., Radical, Adaptive, Extreme, Agile, and Simplified Agile), and portfolio frameworks (i.e., Enterprise Scrum, Scaled Agile Framework, Large Scale Scrum, Disciplined Agile Delivery, and Recipes for Agile Governance). Then it provides multiple histories of the fields of organizational leadership, administration, and management over the last 100 years. It then introduces, delves into, describes, and provides a brief survey and comparative analysis of emerging theories, models, and methods of lean and agile leadership (i.e., Agile, Employee, Radical, Lean, and Leadership 3.0). Finally, it closes with an expose of the top organizational change paradigms most closely aligned with the field of lean and agile development, project management, and portfolio management methodologies (along with a unique summary of the major tenets, principles, and practices of lean & agile organizational leadership). This briefing has been warmly received by multiple U.S. government agencies, contractors, and university audiences throughout Baltimore-Washington, DC.
Assumptions of the workforce of the past 20 years do not apply as we march headlong towards 2020. This useful overview will help you prepare to "win the future."
Diversity and inclusion is not a nice-to-have cultural topic – it’s a business imperative! Is your procurement organization ready to handle the changes in the workforce and harness its power? During this session, Nicole McCabe, Sr. Director, Global Diversity at SAP, will review current and future workforce trends and the strategic importance of creating an inclusive culture. Then Dawn Evans, President & CEO at SIG, will address what these trends mean to procurement organizations. She will also focus on supplier diversity and share some best practices on how to best set up a program. Join us to discuss and share experiences on how your procurement organization leverages diversity to drive business results.
Oxford Economics, working with SAP, fielded two major surveys in the second quarter of 2014, reaching out to more than 2,700 executives and more than 2,700 employees at companies in 27 countries.
FOR MORE VISIT HR BLOG -> cake.hr/blog
Driving Talent and Strategic Transformation through HR TechnologyThe HR Observer
How can HR technology impact your organisation and how can this cultural impact be managed? During this session Nelly will discuss the important role that HR plays in driving the performance of talent within the business. You will develop an understanding of how to identify skill shortages within your talent pool as well as finding and developing the future talent the organisation requires. Join this session to understand where to start with HR technology and how it can help you develop talent and bring transformational change. You will learn how to find and nurture new talent into the business and how data is important in driving your decisions.
Nelly Boustany, HR Director, SAP Middle East and Africa
Many organizations face an environment disrupted by rapid market change, a proliferation of digital technology and changing workforce expectations. As the business context changes, leadership development has been changing with it. Innovation doesn’t happen without some digital context, which will require new skills for executives, managers and others.
What leadership competencies are being prioritized to meet the changing digital context? Is leadership development being pushed down through the enterprise to line-level employees? What technologies are used to deploy leadership development at scale and what are the roadblocks for modernizing leadership development? Skillsoft recently conducted the Modernizing Leadership for a Digital Economy survey to answer these questions and more.
In this webinar you will learn:
How leadership competencies are changing to prioritize digital skills
What job levels are being targeted for new leadership competencies
Where organizations fall on a maturity curve regarding new leadership competencies
Attitudes about technology adoption for leadership development
From Succession to Success Empowering Millennials and Gen Zs for Leadership.pdfTalentView
2024 is just around the corner, but it's not too late to equip yourself with knowledge and updated trends that you can use in your recruitment processes.
This webinar will help embrace the newest trends and strategies of 2024, equipping you with innovative approaches to engage with the new generation of leaders!
In this session, learn practical insights to:
Exploring work styles and preferences of Millennials and Gen Z leaders
Strategies for boosting retention and loyalty in your organization
Innovative approaches to enhance learning and development initiatives
Check out the recording here: https://www.talentview.com/from-succession-to-success-empowering-millennials-and-gen-zs-for-leadership/
Want to learn more about Empowering Millennials and Gen Zs for Leadership? Schedule a call here: https://calendly.com/mica-palattao/30min?month=2023-12
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Smarter Decisions for Stronger Performance: How to use data to partner for su...Laura Overton
Your L&D strategy might be going well, but are your stakeholders buying into planned developments?
Laura Overton delivered this webinar hosted by DPG on 24 July 2015. Laura explained how L&D and HR leaders can use the Towards Maturity Benchmark to gather the evidence needed to show business leaders what's working and highlight opportunities to develop, using the Towards Maturity Model as a framework for constant strategy innovation.
HR Top Tips: 5 Keys to Gaining Momentum with Internal Career MobilityAggregage
Encouraging employees to engage in work and opportunities in ways that benefit both the organization and the employee has never been more valuable. Join us for this exclusive webinar, where Matthew Daniel, Principal of Talent Strategy and Mobility at Guild Education, will share the top five highest impact practices you can leverage to build momentum for your internal career mobility efforts now!
In July 2017, the Lakeland Economic Development Council conducted a survey administered by Emily Rogers Consulting + Coaching to examine the areas of talent acquisition and retention as well as identify other pressing issues that are on the minds of business owners and executives in Lakeland. Review the findings presented at the November 27th LEDC Meeting at The Polk Theatre.
Workplace Strategies For The Economy Recovery1Monster
Workplace strategies for the economic recovery and solving the retention riddle featuring Roy G Krause (President & CEO SFN Group) and Brendan A. J. Courtney (President of the Mergis Group & Todays Office Professionals).
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
VIEW THE WEBINAR RECORDING:
The launch presentation of our 2014 annual industry Benchmark study, 'Modernising Learning: Delivering Results' - now available to download along with the launch webinar recording and a host of other resources: http://towardsmaturity.org/2014benchmark
The eBook is available for FREE thanks to the support of the Towards Maturity Ambassadors: http://towardsmaturity.org/ambassadors
Workspot CEO Amitabh Sinha discussed what it takes to deliver apps on a variety of devices during a Thought Leadership Spotlight Presented by Workspot at the 2015 Chief Information Officer Leadership Forum in Boston on March 26. In his presentation, “Rethink App Delivery with Workspace as a Service,” Sinha pointed out that today’s IT professionals must understand mobile device management to ensure users can consume apps quickly and easily.
Michael Daly, Chief Technology Officer for Cybersecurity & Special Missions at Raytheon, described global cybersecurity trends during his presentation at the 2015 Chief Information Officer Leadership Forum in Boston on March 26. In his presentation, “Global Megatrends in Cybersecurity – A Survey of 1,000 CxOs,” Daly pointed out that cybersecurity is becoming a major concern for C-level executives.
Cathy Honor, Senior Vice President and Head of Global Contact Centers at RBC, discussed the employee experience and its impact on an organization’s customer service during her presentation at the 2015 Customer Care Leadership Forum in Toronto on March 25. In her presentation, Honor shared her thoughts on how organizations can improve their employee and customer engagement levels.
Joe Cothrel, Vice President and Chief Community Officer at Lithium, discussed “social support” and its impact on today’s organizations during his presentation at the 2015 Customer Care Leadership Forum in Toronto on March 25. In his presentation, Cothrel pointed out that social support occurs both via social media and through an organization’s website.
Joel Book, Principal for Marketing Insights at Salesforce Marketing Cloud, discussed the role of today’s chief marketing officer during his presentation at the 2015 Chief Marketing Officer Leadership Forum: Spring Event in Chicago on March 3. In his presentation, Book noted that today’s CMO is responsible for branding, revenue generation and much more.
Marketo Chief Marketing Officer Sanjay Dholakia discussed the importance of data and social media for marketing professionals during his presentation at the 2015 Chief Marketing Officer Leadership Forum: Spring Event in Chicago on March 3. In his presentation, Dholakia noted that data and social media can help marketers transform customers into advocates.
Workspot CEO Amitabh Sinha described mobile device management (MDM) and its impact on today’s organizations during a Thought Leadership Spotlight Presented by Workspot at the 2015 Chief Information Officer Leadership Forum in Dallas on March 11. In his presentation, Sinha noted that organizations should develop MDM strategies based on “things that won’t change.”
Edward Marx, Chief Information Officer and Senior Vice President at Texas Health Resources, explained why today’s CIOs need to look beyond technology within their organizations during his presentation at the 2015 Chief Information Officer Leadership Forum in Dallas on March 11. In his presentation, “Delighting Customers with Information Technology,” Marx noted that combining technology with customer service and leadership can help an organization thrive for years to come.
Gene Scriven, Chief Information Security Officer at Sabre Corporation, discussed the biggest threats to today’s enterprises during his presentation at the 2015 Chief Information Officer Leadership Forum in Dallas on March 11. In his presentation, “Top 12 Threats to Enterprise – aka ‘Gene’s Dirty Dozen,’” Scriven pointed out that information security is a major problem for many organizations, but there are several ways that organizations can protect themselves against myriad cyber threats.
Datapipe Chief Technology Officer John Landy discussed today’s IT challenges and how IT professionals can handle such issues during a Thought Leadership Spotlight Presented by Datapipe at the 2015 Chief Information Officer Leadership Forum in Dallas on March 11. In his presentation, Landy noted that IT professionals’ skills are changing, especially as new technologies become available, and organizations must be flexible to understand and manage today’s IT challenges.
Mike Anderson, Senior Vice President and Chief Information Officer at CROSSMARK, described what it takes for IT professionals to adapt to new technologies during his presentation at the 2015 Chief Information Officer Leadership Forum in Dallas on March 11. In his presentation, “Keeping a Seat at the Table: Remaining Relevant,” Anderson pointed out that the cloud and other technologies have changed IT, and today’s IT professionals must align their technologies with their organization’s goals.
Charlotte Gerstner, Senior Partner and Regional Consulting Director at Korn Ferry, discussed succession management and its impact on today’s organizations during her presentation at the 2015 Human Capital Leadership Forum: Spring Event in San Francisco on March 5. In her presentation, Gerstner pointed out that succession management is currently a major problem for many organizations.
Teresa Laraba, Senior Vice President for Customers at Southwest Airlines, discussed what it takes to build a successful customer service organization during her presentation at the 2015 Customer Care Leadership Forum in Dallas on Feb. 26. In her presentation, “It’s a Balancing Act,” Laraba noted that balancing customer service and organizational costs is a major challenge for organizations worldwide.
Lynn Olson, Vice President of Sales and Marketing at Performance Technology Partners, discussed how an organization can build customer loyalty during a Thought Leadership Spotlight Presented by Technology Partners at the 2015 Customer Care Leadership Forum in Dallas on Feb. 26. In her presentation, “Get to the Heart of Your Customers to Build Loyalty And Increase Share of Wallet,” Olson noted that building customer loyalty can help an organization boost its revenues simultaneously.
Robert Humphrey, Chief Marketing Officer at ForgeRock, described the importance of identity management for organizations and its impact on IT security during his presentation at the 2015 Chief Information Officer Leadership Forum in Los Angeles on Feb. 10. In his presentation, Humphrey noted that “identity is at the center of everything” an organization does.
Jerry Sto. Tomas, Chief Information Security Officer at Allergan, discussed IT security and steps that organizations can take to bolster their security levels during his presentation at the 2015 Chief Information Officer Leadership Forum in Los Angeles on Feb. 10. In his presentation, Sto. Tomas noted that IT security controls must be aligned with an organization’s goals.
Rana Kanaan, Vice President of Product and Marketing at Workspot, discussed how IT departments can drive speed to value during her presentation at the 2015 Chief Information Officer Leadership Forum in Los Angeles on Feb. 10. In her presentation, Kanaan noted that adopting new technologies often takes time, but IT departments can help businesses accelerate their adoption rates.
Bhupesh Arora, Head of New Technologies and Application Services at Avery Dennison Corporation, discussed the opportunities that IT provides to an organization during his presentation at the 2015 Chief Information Officer Leadership Forum in Los Angeles on Feb. 10. In his presentation, Arora noted that IT enables collaboration, and ultimately, can help employees become more productive and efficient. Arora pointed out that change is constant in IT
Dropbox for Business spokesperson David Stafford discussed data leakage and steps organizations can take to eliminate this problem during his presentation at the 2015 Chief Information Officer Leadership Forum in Los Angeles on Feb. 10. In his presentation, Stafford said data leakage has evolved into a new issue for organizations – data ingestion.
Doug Bordonaro Sr., Director of Sales at ThoughtSpot, discussed big data, business intelligence (BI) and their impact on today’s organizations during his presentation at the 2015 Chief Information Officer Leadership Forum in Los Angeles on Feb. 10. In his presentation, Bordonaro pointed out that plenty of information is readily available, but organizations must understand how to access and leverage this data to succeed.
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
2. The Workforce 2020
Understanding Tomorrow’s Workforce
Nicole McCabe
Senior Director, Global Diversity & Inclusion
3. Global 27-country twin surveys
5,400 People; 2,700 executives and 2,700 employees
conducted by Oxford Economics
Oxford Economics, The 2020 Workforce, 2014
SuccessFactors An SAP Company
4. Five research finding themes
The new face of work
A Millennial misunderstanding
What matters most
The leadership cliff
The learning mandate
1
2
3
4
5
SuccessFactors An SAP Company
6. The 2020 workforce will be increasingly flexible
83%
Executives say they are
increasingly using contingent,
intermittent, or consultant
employees, which will require
them to:
Change compensation plans
Conduct more training
Invest more in HR technology
SuccessFactors An SAP Company
7. The 2020 workforce will be increasingly diverse
Labor shifts executives are most concerned about
SuccessFactors An SAP Company
Globalization of labor supply 51%
32%
43%
42%
41%
41%
40%
39%
51%
48%
Millennials entering the workforce
Difficulty recruiting
employees with base-level skills
Increasing number of intermittent/seasonal
employees
Increasing number of contingent employees*
Employee expectations are changing
Aging workforce
Changing work models
(e.g., telecommuting, flex time)
Increasing number of consultant employees
Difficulty recruiting specialized employees
8. A lack of metrics and tools holds HR back
39% 38%
Have ample data to
understand strengths
and potential
vulnerabilities
Use quantifiable metrics
and benchmarking as
part of workforce
development strategy
42%
Know how to extract
meaningful insights
from the data
available to them
SuccessFactors An SAP Company
10. Millennials are not as different as we think
Almost everyone
wants training and
development
Compensation
is the most
important factor
Even
retirement
plans are only
slightly more
important to
non-Millennials
Their top
priorities
are the same
as non-
Millennials
SuccessFactors An SAP Company
11. Myth or truth? Importance to job satisfaction
Millennials care
more about making
a positive difference
in the world
21% 20%
Millennials
29% 31%
Millennials
32% 10%
Income
Achieving work/life
balance is more
important to
Millennials
Learning & growing
is more important to
Millennials than
meeting income
goals
Non
Non
Learning
01
02
03
SuccessFactors An SAP Company
13. When it comes to satisfied employees,–
a lot
compensation matters
0% 10% 20% 30% 40% 50% 60% 70%
Competitive compensation
Bonuses/merit pay
Retirement plans
Supplemental training
Flexible work location
Vacation time
Benefit plans
Flexible schedule
Education
Employees who want
Employers who offer
SuccessFactors An SAP Company
14. Executives value loyalty more than job performance
What executives
1. High level of education
2. Loyalty & long-term commitment
3. Ability to learn
4. Diverse background
5. Interest in the wider business
6. Self-directed learner
7. Willingness to let others lead
8. Substantial field experience
9. Leadership ability
10. Job performance & results
value as top
employee attributes
1
2
3
4
5
6
7
8
9
10
What employees
think employers
want
4
2
1
6
7
8
9
10
8
3
SuccessFactors An SAP Company
15. Men and women have slightly different
priorities for job satisfaction and benefits
Men Women
…would prefer to use more current
47% 53%
technology on the job
…am interested in quality of
51% 47%
life over career path
…expect more feedback on my
28% 34%
performance than I currently receive
SuccessFactors An SAP Company
17. Gaps in leadership capabilities
spell trouble for future growth
Have the skills to
manage talent
Executives cite a lack of
adequate leadership as
the number two
impediment to
building a workforce to
meet future business
objectives.
52%
Know how to
inspire employees
Are prepared to lead
a global workforce
Are able to
drive change
Can lead a
diverse workforce
51%
47%
44%
34%
SuccessFactors An SAP Company
18. Most companies are not cultivating leadership
within their organizations
40%
Employees
who say it is
easy for them
to collaborate
37%
Employees
who agree
their company
is committed to
diversity
19% 31%
Executives
who picked
leadership as
a top 3
attribute
Employees
who expect
more feedback
than they get
now
SuccessFactors An SAP Company
20. Organizations struggle to develop a learning culture
47% Is capable of retaining and sharing
45%
51%
institutional knowledge
Has a culture of continuous
learning
52%
47%
52%
41%
43%
Has a formal mentoring program
Offers incentives for pursuing
further education
Employees
say their company…
Executives
say their company…
SuccessFactors An SAP Company
21. For employees, obsolescence
is a bigger concern than layoffs
Position changing or becoming obsolete 40%
19%
19%
18%
31%
27%
35%
Not enough advancement opportunities
Inadequate staffing
Wage stagnation
Technology changes
Economic uncertainty
Layoffs
SuccessFactors An SAP Company
22. 01
02
03
Key Takeaways
Development of employees
and leaders will become the
new employer differentiator
• Learning
• Succession planning
• Feedback
It may be time to rethink our
compensation strategies
HR should continue to push
toward boardroom strategy setting
We must prepare for a more
diverse, flexible, and contingent
workforce
04
SuccessFactors An SAP Company
23. R U READY?
www.successfactors/workforce2020.com
Editor's Notes
Today’s workforce is more diverse than ever — For the first time in history you have five different generations of workers engaging and collaborating together to help your business execute its strategy.
Today’s workers work different — Today’s workforce is more social and mobile. They no longer believe in the hierarchical command-and-control structures of the past where information is isolated in the hands of an elite few. They want greater transparency, and they want to collaborate.
The fundamental structure of the workforce is changing — As companies increasingly move to more variable operating models, they are embracing new methods of work — outsourcing, crowdsourcing, micro tasking — that are fundamentally changing the definition of what constitutes a workforce. These non-payroll workers represent more than third of the total workforce today and will soon account for half of all workers at the typical company. Leaders will begin to view the workforce as pools of talent so they can rapidly assemble the right expertise and skills to execute their business strategy — regardless of whether that talent is an FTE or a contractor.
I am Nicole McCabe, and on behalf both SAP and SuccessFactors, I am here to talk to you about Workforce 2020. I encourage you as we walk through this information to reflect on your organization and ask “Are you ready?”
3
After analyzing the research, 5 key themes emerged. I will go over these themes today at a high-level. These are the themes I will go over with you today.
The first theme – There is a new face of work. - the workforce is increasingly diverse in who they are and how they work, but they also work differently
I’ll talk about the Millenial Misunderstanding – we here a lot about this generation and the need to shift how we manage them, I will take you through the truths and myths of this generation.
What matters most - where we will look at what the employers place value in, and what the employees say matters most – are they alike? Different? We’ll find out.
We will move on to the Leadership Cliff – is the organization cultivating leaders? Are those leaders ready to manage a diverse workforce?
And finally we will talk about the Learning Mandate – really looking at whether organizations are providing enough learning opportuntities for their curent and future workforce.
I know we only have limited time, so let’s dive in.
Dunning and Ehrlinger wanted to focus specifically on women, and the impact of women’s preconceived notions about their own ability on their confidence. They gave male and female college students a quiz on scientific reasoning. Before the quiz, the students rated their own scientific skills. “We wanted to see whether your general perception of Am I good in science? shapes your impression of something that should be separate: Did I get this question right?,” Ehrlinger said. The women rated themselves more negatively than the men did on scientific ability: on a scale of 1 to 10, the women gave themselves a 6.5 on average, and the men gave themselves a 7.6. When it came to assessing how well they answered the questions, the women thought they got 5.8 out of 10 questions right; men, 7.1. And how did they actually perform? Their average was almost the same—women got 7.5 out of 10 right and men 7.9.
To show the real-world impact of self-perception, the students were then invited—having no knowledge of how they’d performed—to participate in a science competition for prizes. The women were much more likely to turn down the opportunity: only 49 percent of them signed up for the competition, compared with 71 percent of the men. “That was a proxy for whether women might seek out certain opportunities,” Ehrlinger told us. “Because they are less confident in general in their abilities, that led them not to want to pursue future opportunities.”
The new face of work is increasingly FLEXIBLE. Certainly by location, but also when employees work. One of the most surprising finding was that 83% of executives said they used non-payroll employees. However, in 2020, non-pay-roll employees are forecasted to comprise over 50% of the workforce. This provides a huge challenge to organizations in terms of how they will compensate, train and motivate employees. It also will force them to look at how to leverage technology to manage people that join and leave their organizations, as skills are needed.
The New Face of work if also more DIVERSE. We hear a lot about Millenials and the need to manage them, but they are also concerned about things like globalization, Difficult recruiting the right workforce and ironically, only 39% were worried about increasing consultants, yet 83% of them use non-payroll employees, and this group again will make up 50% of the workforce by 2020. Are our Executives ready to lead them? Are our organization prepared to lead change to ensure they can seamlessly manage the future workforce?
Well, most companies don’t believe they are. Only 34% of organization feel they are making progress towards workforce goals. When you look at what is stopping them – Employee longevity or loyalty (hint this is related to diversity and employee engagement, adequate technology and leadership and finally a lack of skilled talent.
And on average, only 40% feel they have the full data to understand this progress, and of that 39% that think they have ample data, only 42% understand how to make it meaningful insights from it. At the end, HR needs to become more of a strategic partner in the Board room – workforce planning needs to be front and center alongside strategic planning, not an after thought. The way to do this, is to have a plan that is based on data, and provides benefits to the company.
Now, let’s take a look a the second theme, The millennial misunderstanding.
How many of you have managed Millenials? Being in Diversity we have been focusing on this topic quite a bit. And we always here the same thing. “millenials want feedback, Millenials need to have purpose in their work. But is that true?
Compensation. Does this surprise you? Let’s test your knowledge on this influential generation.
They’re not so different, but they are different in some ways. This is important in understanding that when we look at talent management, compensation , Learning, we need to REALLY understand what our employees want.
Now, in your mind thing about this group, and your overall workforce. What matters most to them. I sort of gave it away earlier, but the answer is compensation. Look at the discrepancies between compensation, retirement plans, benefits and education. This could imply that you need to really look a the discussions with you employees, in every generation, around their total comp. And perhaps you look at the benefits, if you are offering more than they really expect, do you need to? There is a disconnect between what employees want to be satisfied, and hat the employers believe creates satisfied employees.
This disconnect continues when we start to look at what each group values. Look at the categories around learning. Executives say they value high level of education, employees seem to want it, yet when we survey and interviewed the executives, they said they did not offer education assistance.
We are not developing people formally, but this could be made up if there is a really strong learning culture.
Only 50% of employees believe they will have the necessary skills in 3 years, and only 34% of them believe employers can provide the training they need.
The only thing they can agree on – Companies are struggling to provide a culture of learning.