The document discusses trends that will impact the future workplace and attractiveness of employers, including shifting demographics, a knowledge economy, globalization, and increased use of digital and mobile technologies. It notes that future workforces will be multigenerational, and identifies challenges that come with that, such as different expectations around work-life balance, career development, and technology use. The document also discusses how social media is used more in personal versus professional contexts, and characteristics that will make employers more attractive, such as strong values, skills development, and corporate social responsibility.
This presentation explores the new ways we are working and the implications for business and for workers. Each theme has 4 trends and each trend is supported by 4 examples, supporting statistics and implications defined by PSFK Labs team.
Preparing New Leaders for Frontline ManagementCynthia Clay
60-minute webinar introducing the need for front line leadership training, the movement of Millennials into their first leadership roles, and the importance of training them to retain them.
This presentation explores the new ways we are working and the implications for business and for workers. Each theme has 4 trends and each trend is supported by 4 examples, supporting statistics and implications defined by PSFK Labs team.
Preparing New Leaders for Frontline ManagementCynthia Clay
60-minute webinar introducing the need for front line leadership training, the movement of Millennials into their first leadership roles, and the importance of training them to retain them.
The future of work is about more than technology. It’s about employees, managers, the company, and technology. This presentation takes a look at all of these areas from the past and compares them to what the future should and will look like. Leaders at organizations around the world are exploring how the changes in behavior and technology are impacting the way we work and this provides some context around those changes. Chess Media Group works with and has relationships with some of the world’s largest and most forward thinking companies. This presentation is based on observations and discussions with those companies.
The Tools You Need to Build the Learning Culture You WantDavid Blake
Most business leaders say they want a culture of learning. But less than one third of corporate learning leaders believe that their organization has one. Part of the problem is that many employees are already looking beyond their employers’ training and driving more of their own development. And the traditional tools of the trade just aren’t enough anymore – not for these hyper-connected, hyper-kinetic workers.
INFOGRAPHIC: Moving digital transformation forward.
An infographic from the new 2016 digital business report by MIT Sloan Management Review and Deloitte illustrates the importance of aligning talent, culture, leadership, and strategy for long-term digital success.
How to manage remote teams effectively and increase team collaborationRingCentral UK Ltd
Managing remote teams is to nurture, guide and support team members. This is a helpful guide for managers to make employees engaged and increase team collaboration. Originally published at https://www.ringcentral.co.uk/blog/managing-remote-teams/
Digital Workplace Case Study: How the Municipality of Duffel successfully swi...Patrick Van Renterghem
In 6 months time, the Gemeente/Municipality of Duffel has come quite close to transform into a forceful, digital local government thanks to the help of Synergics
Meet the modern learner.
A noticeable lack of participation, engagement, and satisfaction exists
in corporate training offerings these days. This is largely because
business itself, and companies and learners have all changed faster than
many learning and development (L&D) organizations have kept up.
Enterprise L&D departments have started to adapt their approaches to
building, buying, and delivering learning programs. But, in many cases,
they still are not fully embracing the fact that much employee learning
does not actually happen in formal training courses or via learning
management systems (LMSs).1
In this bulletin, we look at two key trends that have significant
implications for L&D professionals:
• Several changes in the work environment which are dramatically
altering learners’ needs and habits
• Changing priorities that are driving new approaches to learning for
the modern workforce
Loving the intranet - rethinking employee adoptionSam Marshall
Presented at Interaction 2012, London October 2012.
What can we do to make intranets and digital workplaces really valued, rather than just necessary places to go? What role should they play in employee engagement, that isn't just pretending to have a 2-way dialogue?
As millennials come of age in the workplace, getting them to stick around is becoming a concern. Elements of the employment deal like organizational culture, benefits and working conditions play a critical role in retaining top performers. During this spotlight webinar, millennial branding expert Dan Schawbel will uncover the elements that lead to a clash between generations and how employers can better leverage their programs to meet the needs of the young workers.
During this webinar attendees will hear:
How total rewards contribute to employee motivation
The key factors employees look for in positions and their connection to employee retention
Comparison of workforce generations and its impact on workforce planning
Five Deadly Mistakes of Remote LeadersCynthia Clay
60-minute webinar introducing five areas of challenge: virtual distance, low engagement, confusion, isolation, and invisibility for virtual teams and remote workplaces
What Millennials and young professionals wantChristoph Bauer
Millennials will soon make up the majority of the workforce. But companies are not prepared for their expectations. Cultural change and technical enablement will be key for every company that wants to attract and retain young professionals.
Strategies to Reduce Conflict in the Virtual WorkplaceCynthia Clay
60-minute webinar introducing the Peer Power communication model (Managing Workplace Conflict program) and the Collaborative Awareness model (Virtual Leader program).
Advocating Working Out Loud (WOL) in an OrganisationMichelle Ockers
Presentation given by Michelle Ockers at EduTECHAU on 8 June 2017. Introduces Working Out Loud Circles and presents three tactics to advocate WOL in an organisation - social proof, showcase, strategic links.
The Future of The Workplace as Boomers Retire and Millennials Replace Them by...Diane Hamilton, Ph.D.
Dr. Diane Hamilton explains the challenges employers and employees must face in her presentation: The Future of The Workplace as Boomers Retire and Millennials Replace Them
The future of work is about more than technology. It’s about employees, managers, the company, and technology. This presentation takes a look at all of these areas from the past and compares them to what the future should and will look like. Leaders at organizations around the world are exploring how the changes in behavior and technology are impacting the way we work and this provides some context around those changes. Chess Media Group works with and has relationships with some of the world’s largest and most forward thinking companies. This presentation is based on observations and discussions with those companies.
The Tools You Need to Build the Learning Culture You WantDavid Blake
Most business leaders say they want a culture of learning. But less than one third of corporate learning leaders believe that their organization has one. Part of the problem is that many employees are already looking beyond their employers’ training and driving more of their own development. And the traditional tools of the trade just aren’t enough anymore – not for these hyper-connected, hyper-kinetic workers.
INFOGRAPHIC: Moving digital transformation forward.
An infographic from the new 2016 digital business report by MIT Sloan Management Review and Deloitte illustrates the importance of aligning talent, culture, leadership, and strategy for long-term digital success.
How to manage remote teams effectively and increase team collaborationRingCentral UK Ltd
Managing remote teams is to nurture, guide and support team members. This is a helpful guide for managers to make employees engaged and increase team collaboration. Originally published at https://www.ringcentral.co.uk/blog/managing-remote-teams/
Digital Workplace Case Study: How the Municipality of Duffel successfully swi...Patrick Van Renterghem
In 6 months time, the Gemeente/Municipality of Duffel has come quite close to transform into a forceful, digital local government thanks to the help of Synergics
Meet the modern learner.
A noticeable lack of participation, engagement, and satisfaction exists
in corporate training offerings these days. This is largely because
business itself, and companies and learners have all changed faster than
many learning and development (L&D) organizations have kept up.
Enterprise L&D departments have started to adapt their approaches to
building, buying, and delivering learning programs. But, in many cases,
they still are not fully embracing the fact that much employee learning
does not actually happen in formal training courses or via learning
management systems (LMSs).1
In this bulletin, we look at two key trends that have significant
implications for L&D professionals:
• Several changes in the work environment which are dramatically
altering learners’ needs and habits
• Changing priorities that are driving new approaches to learning for
the modern workforce
Loving the intranet - rethinking employee adoptionSam Marshall
Presented at Interaction 2012, London October 2012.
What can we do to make intranets and digital workplaces really valued, rather than just necessary places to go? What role should they play in employee engagement, that isn't just pretending to have a 2-way dialogue?
As millennials come of age in the workplace, getting them to stick around is becoming a concern. Elements of the employment deal like organizational culture, benefits and working conditions play a critical role in retaining top performers. During this spotlight webinar, millennial branding expert Dan Schawbel will uncover the elements that lead to a clash between generations and how employers can better leverage their programs to meet the needs of the young workers.
During this webinar attendees will hear:
How total rewards contribute to employee motivation
The key factors employees look for in positions and their connection to employee retention
Comparison of workforce generations and its impact on workforce planning
Five Deadly Mistakes of Remote LeadersCynthia Clay
60-minute webinar introducing five areas of challenge: virtual distance, low engagement, confusion, isolation, and invisibility for virtual teams and remote workplaces
What Millennials and young professionals wantChristoph Bauer
Millennials will soon make up the majority of the workforce. But companies are not prepared for their expectations. Cultural change and technical enablement will be key for every company that wants to attract and retain young professionals.
Strategies to Reduce Conflict in the Virtual WorkplaceCynthia Clay
60-minute webinar introducing the Peer Power communication model (Managing Workplace Conflict program) and the Collaborative Awareness model (Virtual Leader program).
Advocating Working Out Loud (WOL) in an OrganisationMichelle Ockers
Presentation given by Michelle Ockers at EduTECHAU on 8 June 2017. Introduces Working Out Loud Circles and presents three tactics to advocate WOL in an organisation - social proof, showcase, strategic links.
The Future of The Workplace as Boomers Retire and Millennials Replace Them by...Diane Hamilton, Ph.D.
Dr. Diane Hamilton explains the challenges employers and employees must face in her presentation: The Future of The Workplace as Boomers Retire and Millennials Replace Them
The 'digital workplace' is emerging as a consensus vision for the future of work, and the shape of the new workplace.
But how deliver this vision? This keynote presented by James Robertson at Intranets2015 in Sydney shares practical steps and ideas, as well as plenty of inspiration
The Workplace of the Future: Where does your Personal Brand Fit?Hajj Flemings
The workplace of the future is being shaped by people of influence and social media technologies. One of the fundamental issues that every person has to deal with is identifying how they are wired and where their personal brand should exist. Is it within a corporate structure, as an entrepreneur, brand ambassador or somewhere in between?
Companies want to MINE the talent you have but don’t know to extract or attract it. Most people have talent but don’t know how to harness it. In this workshop you will learn . . .
* How to establish an internal culture for your personal brand
* How to make your personal brand portable and social
* How your personal brand is wired: corporate or entrepreneurial
* How to become a disruptive talent that companies and brands want to MINE
You will walk away with an understanding of how to manage and integrate your digital lifestyle so that you can build a career or business around your identity and who you are?
ISS 2020 Vision: New Ways of Working - the Workplace of the Futurejs9229a
The white book, ‘New Ways of Working - the workplace of the future‘, is developed in close cooperation with Copenhagen Institute for Future Studies, and is based on in-depth research and a global survey among more than 600 Facility Management experts.
Facility Management can align workplaces with the organizations’ Increasing pace of change. To do so, the future role of FM will need to include new innovative service concepts that go beyond solely looking at the workspace as an opportunity for reducing operating cost.
The ISS 2020 Vision report: New Ways of Working – the workplace of the future analyzes the strategic themes shaping the future workplace strategies. It also provides a framework for identifying the role of Facility Management in helping develop an organization’s workplace strategy given the competitive context, strategy, brand, culture, and existing workplaces.
The new white book builds upon the earlier findings from the ‘ISS 2020 Vision: Scenarios for the future of the global Facility Management Industry’, which concluded that future workplaces will change significantly over the coming decade.
The findings of ‘New Ways of Working’ were developed in partnership with IFMA through qualitative research and subject matter expert interviews and several workshops with customers. The study also presents external expert assessments from the Copenhagen Institute for Futures Studies of the strategic themes shaping the future work, the workforce and the workplace towards 2020.
In 2016, forward-thinking workplaces want to make it easier for employees to balance office live with personal life, with health and wellbeing set to become a major focus
AI and Robotics are already here. Are we ready to embrace the reality of its impact on the future of jobs and the Workplace? What are the jobs that are likely to become redundant?
Future Workplace: Was adidas Group Mitarbeitende, Studierende und Jungunterne...University St. Gallen
Unternehmen sehen sich unter Druck, ihre Arbeitsplatzumgebung - insbesondere die Ausstattung mit Informationstechnik (IT) sowie die Arbeitsstile und Leitlinien - produktiv und attraktiv zu gestalten. Besteht zwischen Wunsch und Wirklichkeit der Arbeitsplatzausstattung eine groβe Diskrepanz, bedienen sich die Mitarbeitenden im Web und nutzen private Geräte; es entsteht eine Schatten-IT, die Informationssicherheitsrisiken in sich birgt. In einer dreiteiligen empirischen Befragung - mit Interviewpartnern bei adidas Group, mit innovativen Jungunternehmen als Avantgarde der Arbeitspraxis und mit einer Online-Studierendenumfrage im Frühjahr 2013 - wurden die Spannungsfelder in dieser aktuellen, alle betreffenden Situation aus der Perspektive der adidas Group untersucht. Der Beitrag stellt die interessantesten Ergebnisse als Grundlage für die Diskussion von Handlungsempfehlungen dar.
Preparing the New Future Workplace: Plenary Session at the Intranet Global Fo...Dion Hinchcliffe
We've come a long way with intranets but still have a ways to go. How we can make them -- with case examples of leading firms -- into the future enterprise supporting vital new ways of working. My presentation at the Intranet Global Forum in Los Angeles yesterday.
10 Event Technology Trends to Watch in 2016Eventbrite UK
We’ve picked 10 exciting, innovative technologies that are gathering pace and adoption, and are likely to start appearing on your radar in 2016. Get ahead of the curve by learning more about them.
This presentation was given by Steve Dale at a recent APM Knowledge SIG event. Further details can be found here http://www.apm.org.uk/news/what-knowledge-management-different-levels-project-environment
The presentation I delivered for Forum3 to a selection of different charities, on how to look at using social media for recruiting employees, volunteers and advocates.
Soccnx III - A social revolution... "Can I control that?"LetsConnect
Speakers: Femke Goedhart
Company regulation versus personal individuality, how do you get your employees to be responsible partners in a Social Business and how do you weigh freedom versus restriction? The whole Social Business idea is based on the idea of each individual having an intrinsic value to the organization that isn't necessarily linked to its role within the organization alone. This begs the question of how to tap this resource without losing control and how to implement and regulate the changes that are going to be needed. How much of this can you regulate (top-down) and how much do you allow to evolve (bottom-up)? Do you set up predefined structures and communities (pushing) or allow users to instigate the community building, opening up the floor to free input and self-empowerment? This session will highlight the difficulties and choices a company will face while making the transition into a Social Business and offer ideas and guidelines on how to do so.
I gave this presentation at the International Programs Office of the City of Austin on Feb 24, 2012. It combines several previous presentations and Thank you to the CIty of Austin for t
Elizabeth Quintanilla, Marketing Gunslinger, gave this presentation: "Social Media Marketing what business owners should know .." to business owners considering social media as part of their Marketing Mix.
Presentation includes a discusion of social media monitoring tools, 101 ways to measure Social Media Return on Investment (ROI), the ABC's of Social Media, and more!
The presentation I delivered at the Social Recruiting Conference (#SRCONF) in Paris on 1st December 2011.
I was asked to show why you should be using social media for recruiting, and the ever important 'how to get started' with social recruiting.
Join Beth Kanter in a workshop that explores the themes in her recently published book, and discover how to put them into practice. Social media has broken free from the marketing communications and fundraising silos, changing the way nonprofits deliver programs, lead, manage, and even govern. This session will take a look at these trends and how organizations can equip themselves to be fully networked.
Digital Connectedness: Taking Ownership of Your Professional Online Presence Sue Beckingham
Developing pathways to connectedness essentially commences with family and friends, but over time new connections outside of these circles begin to form ever increasing and interlinking circles. These informal and formal networks have the potential to help you unlock new doors to new opportunities. Social media can without doubt provide excellent communication channels and a space to develop your network of connections. Nonetheless as your online presence expands it leaves behind both digital footprints and digital shadows; and this needs to be given due consideration. This keynote will look at the value of developing a professional online presence and why as future graduates you need to take ownership of this.
http://www.yorksj.ac.uk/ltd/ltd/student-engagement/undergraduate-research-confere.aspx
Most everyone has dipped their toe into the social media waters over the past few years, taking a peek at Facebook and Twitter to see what the buzz is all about. But we have learned that using social media tools isn't very difficult, however using them effectively,
particularly for social change, is challenging. Beth Kanter will lead
an interactive keynote the key principles for effective social media use that turns traditional organizations into cost-effective,far-reaching and effective Networked Nonprofits.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
2. SUMMARY
• Was werden Arbeitnehmer in Zukunft von einem Arbeitgeber erwarten?
• Welche Arbeitnehmer werden Arbeitgeber in Zukunft finden?
• Welche Megatrends werden die Marktteilnehmer beinflussen?
• Was können Unternehmen und HR tun, um diese Trends aktiv zu managen?
3. THE FUTURE WORKPLACE
1. Shifting Workforce Demographics: Generations/Age, Gender, Ethnicity
2. Knowledge Economy
3. Globalization
4. Digital Workplace
5. Ubiquity of Mobile Technology
6. Culture of Connectivity
7. Participation of Society
8. Social Learning
9. Corporate Social Responsibility
10. Millennials in the Workplace
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
7. MULTIGENERATIONAL CORPORATIONS
1. Traditionalists and boomers are as likely to be web contributors as millennials are
2. Boomers and Gen X look for a work life – home life balance; Millennials see work as “part
of life”
3. Millennials and Gen X place a high importance on working for a company that develops
their career and their life skills
4. Millennials are likely to select an employer based on the ability to access the latest tools
and technology
5. Traditionalists and boomers place high importance on a manager who understands age
diversity in the workplace
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
8. MULTIGENERATIONAL CORPORATIONS
Traditionalist Baby Boomers Generation X Millennials
Style Formal Semi-formal Not so serious; Eye-catching; fun
irreverent
Content Detail; prose-style Chunk it down but Get to the point. If and when I need it,
give me everything I’ll find it online
Context Relevance to my Relevance to the Relevance to what Relevance to now,
security bottom line and matters to me today and my role
rewards
Attitude Authority and Rules Cynic and skeptic Mediocrity
hierarchy
Speed Time frame Available, handy Immediate 5 minutes ago
Frequency Digestible As needed Whenever Constant
SOURCE: DELOITTE CONSULTING, IABC
9. SOCIAL MEDIA USAGE
Inactive
Spectator
Traditionalist
Contributor
Baby Boomer
Creator
Generation X
Millennials
13. SOCIAL MEDIA
Media Users Attributes Utilization
Facebook 800mio, Share interests, Connection is questions, Share content
55% female permission based created elsewhere, news
LinkedIn 100mio, Professional “facebook”, Find people, connect in
59% female connection via contacts groups, company information
Foursquare 15mio, 20% Checking into place via mobile Track and reward customers
female devices
YouTube 158mio, Sharing videos with a few Product information,
50% female clicks interviews
Twitter 250mio, Follow anyone, fast Breaking news, connect, live
55% female information (140c) events
Pinterest 10mio, 55- Quickly share pictures, visual Products, previews of blog
70% female newsfeed posts
14. QUESTION
Why are we using social media in our private life and why are we not (that much)
in business?
15. SOCIAL MEDIA
Life
• We're usually invited to participate by people we know and trust.
• There are specific things we want to do with the other people
involved,
• We get something back from participation
• We have control over who sees our information.
• The applications are intuitive
• The applications are well-tuned to support the specific tasks we
want to perform and their features are regularly rated and refined.
Work
• Often we're instructed to use it by someone in authority
• Little of what we actually get paid to do requires input from the
majority of the network.
• Participation feels like dropping pearls into a black hole
• We have no control over who sees our information
• The site is unattractive and requires a manual to get started.
• The software is generic and requires a work-around
SOURCE: TAMARA ERICKSON, HBR
16. TOP 10 EMPLOYER CHARACTERISTICS
1. Strong values
2. Future skills development
3. Flexible benefits and rewards
4. Ability to blend work and life
5. Reputation / Employer brand
6. Career pathing
7. Corporate social responsibility
8. Remote work
9. Pay for education
10. Social/cultural fit (“colleagues as friends”)
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
17. WORKFORCE ENGAGEMENT MODEL
Principles
Collaboration
Values, Brand, CSR
Authenticity
Personalization
Demonstrated by
Innovation Accelerated “Ueber-
Social Recruiting Social Learning
Leadership Connection”
Social
Connection
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
18. SOCIAL RECRUITING
Traditional Recruiting Social Recruiting
Fairs Social Networks
Job boards/ads, search firms Crowdsourcing
Interviews You Tube channels, Skype
Website Twitter, YouTube, facebook,…
Company Presentations …
Alumni Management …
19. SOCIAL LEARNING
• Competency • Context based
based • Organization
• Organization created
created
Formal Experimental
learning Learning
Peer-to-peer
Mentoring
learning
• Competency • Context based
based • User generated
• User generated
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
20. THE 202O LEADER
Collaborative • Inclusive decision making
Mind-set • Genuine solicitation of feedback
Developer of • Mentors and coaches team
People • Provides straight feedback
• Uses technology to connect to customers and
Digitally Confident
employees
• Has a diverse mind-set
Global Citizen
• Prioritizes social responsibility
Anticipates and • Builds accountability across levels
builds for the
future • Champions innovation
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
21. PREDICITIONS FOR 2020
1. You will be hired and promoted based upon your
reputation capital
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
22. PREDICITIONS FOR 2020
2. Your mobile device will become your office, your
classroom, and your concierge
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
23. PREDICITIONS FOR 2020
3. The global talent shortage will be acute
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
24. PREDICITIONS FOR 2020
4. Recruiting will start on social networking sites
• How many followers do you have
on Twitter? LinkedIn? How many
from your industry?
Questions • How many recommendations do
you have on LinkedIn?
• Can you share your (relevant)
blog?
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
25. PREDICITIONS FOR 2020
5. Web commuters will force corporate offices to reinvent
themselves
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
26. PREDICITIONS FOR 2020
6. Companies will hire entire teams
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
27. PREDICITIONS FOR 2020
7. Job requirements for CEOs will include blogging
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
28. PREDICITIONS FOR 2020
8. The corporate curriculum will use video games,
simulations, and alternate reality games as (key)
delivery model
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
29. PREDICITIONS FOR 2020
9. A 2020 mind-set will be required to thrive in a
networked world
• Social participation
• Thinking globally
• Ubiquitious learning
• Think big, constant improvement
• Cross-cultural power
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
30. PREDICITIONS FOR 2020
10. Human Resources’ focus will move from outsourcing
to crowdsourcing
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
31. PREDICITIONS FOR 2020
11. Corporate social networks will flourish and grow inside
companies
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
33. PREDICITIONS FOR 2020
13. Lifelong learning will be a business requirement
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
34. PREDICITIONS FOR 2020
14. Work-life flexibility will replace work-life balance
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
35. PREDICITIONS FOR 2020
15. Companies will disclose their corporate social
responsibility programs to attract and retain
employees
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
36. PREDICITIONS FOR 2020
16. Diversity will be a business issue rather than a human
resources issue
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
37. PREDICITIONS FOR 2020
17. The lines among marketing, communications, and
learning will blur
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
38. PREDICITIONS FOR 2020
18. Corporate app stores will offer ways to manage work
and personal life better
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
39. PREDICITIONS FOR 2020
19. Social media literacy will be required for all employees
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
40. PREDICITIONS FOR 2020
20. Building a portfolio of contract jobs will be the path to
obtaining permanent full-time employment
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
41. INITIATIVES HR CAN SPEARHEAD
1. Adopt a global mind-set
2. Build a reputation as being social responsible
3. Become “ueber-connected”
4. Personalize the employee experience
5. Enable customer-focused innovation
6. Champion openness and transparency
7. Emphasize learning agility
8. Build citizen leadership
9. Drive systems thinking
10. Create an inclusive culture
SOURCE: MEISTER&WILLYERD, WORKPLACE
2020
42. GLOBAL DRIVERS WITH A MAJOR IMPACT ON HR
• Extreme longevity: Increasing global lifespans change the nature of careers and learning
• Rise of smart machines and systems: Workplace automation nudges human workers
out of rote, repetitive tasks
• Computational world: Massive increases in sensors and processing power make the
world a programmable system
• New media ecology: New communication tools require new media literacies beyond text
• Superstructed organizations: Social technologies drive new forms of production and
value creationglobally
• Connected world: Increased global interconnectivity puts diversity and adaptability at the
center of organizational operations
SOURCE: INSTITUTE FOR THE FUTURE
43. SKILLS FOR THE FUTURE WORKFORCE
1. Sense-making: ability to determine the deeper meaning or significance of what is being expressed
2. Social intelligence: ability to connect to others in a deep and direct way, to sense and stimulate reactions
and desired interactions
3. Novel & adaptive thinking: proficiency at thinking and coming up with solutions and responses beyond that
which is rote or rule-based
4. Cross-cultural competency: ability to operate in different cultural settings
5. Computational thinking: ability to translate vast amounts of data into abstract concepts and to understand
data-based reasoning
6. New-media literacy: ability to critically assess and develop content that uses new media forms, and to
leverage these media for persuasive communicationTra nsdiscipli nari ty
7. Transdisciplinarity: literacy in and ability to understand concepts across multiple disciplines
8. Design mindset: ability to represent and develop tasks and work processes for desired outcomes
9. Cognitive load management: ability to discriminate and filter information for importance, and to understand
how to maximize cognitive functioning using a variety of tools and techniques
10. Virtual collaboration: ability to work productively, drive engagement, and demonstrate presence as a
member of a virtual team.
SOURCE: INSTITUTE FOR THE FUTURE
44.
45. HOW JOBS ARE CHANGING
Traditionally Today
What work is A job A role
What work covers A function A set of tasks and specialties
What you do “Own” a function “Contribute” in teams
How work is scoped Responsibility Projects and jobs to do
How work progresses Career Path Career Progression
How you develop Upward mobility Increase specialization & experience
By level, title, size of office,… - by By results delivered, demand of skills
How you are recognized
your boss – by peers
Role of leadership Direct and manage Build teams, empower, inspire, coach
How you succeed Widen skills and build power Deepen skills, drive results
Job & competency models, org Capability models, knowledge
Tools of the trade
charts, top down sharing, shared values and mission
SOURCE: JOSH BERSIN, BLOG
47. THANK YOU!
"...defending yesterday - that is, not innovating - is far more risky than making tomorrow."
Peter Drucker, Innovation and Entrepreneurship
Tim A. Ackermann
talentim@hotmail.com
http://talentim.wordpress.com
48. SHIFTING THE OLD WORK-LIFE PARADIGM...
0 10 20 30 40 50 60 70 80
Age
Education Work Leisure
Source: Demography is De$tiny, The Concours Group and Age Wave, 2003
49. … TO A CYCLIC LIFE PARADIGM…
0 10 20 30 40 50 60 70 80
Age
Education Work Leisure
Source: Demography is De$tiny, The Concours Group and Age Wave, 2003
50. … EVOLVING TO A „BLENDED“ LIFESTYLE.
0 10 20 30 40 50 60 70 80
Age
Education Work Leisure
Source: Demography is De$tiny, The Concours Group and Age Wave, 2003