This document discusses tapping into the talent of an aging workforce. It begins by outlining changing demographics as the baby boomer population ages and people are living and working longer. Several surveys of organizations are presented that show many are just starting to analyze the age of their workforce and skills that may be lost to retirement. New models of retirement are emerging as people view retirement as a new stage of life rather than a stopping point. Strategies for motivating and engaging older workers focus on development opportunities, flexible work arrangements, and age-friendly cultures. The value that mature workers provide in skills and experience is highlighted.
This document contains information about recruitment and retention strategies for different generations in the workforce. It discusses engaging mature workers, recognizing the different imprints that shape how generations translate work values, and the importance of aligning an organization's interests with its people. The document advocates paying attention to the voices of candidates, adapting roles to individuals, and removing barriers to knowledge transfer between generations.
Get Connected With Lotus Connections June 2008 V2Neil Burston
IBM Lotus Connections is a social software platform for businesses. [1] It provides five key services - Profiles, Communities, Blogs, Dogear, and Activities. [2] Lotus Connections Version 1 provided these services, while Version 2 improved upon them. [3] The presentation discusses how Lotus Connections helps businesses innovate through connecting employees, partners, and customers, and helps execute work more quickly through dynamic networks.
The Real Talent Debate: Will Boomers Deplete the Workforce?FlexPaths
- The document discusses a survey of over 400 organizations on how the aging of baby boomers will impact the workforce.
- Key findings include that only 42% see it as a significant issue currently, but many expect senior leadership and skilled talent to depart. Knowledge transfer between generations is seen as a major risk.
- Common retention strategies are flexible schedules and mentoring programs, but few proactively recruit mature workers or understand their future work preferences through surveys. Overall most organizations lack strong knowledge transfer programs to address the aging workforce.
The document discusses leveraging the aging workforce. It notes that average life expectancy has increased by over 17 years since retirement ages were originally set, meaning people can work longer. Both mandatory retirement is now banned and patterns of work have changed, with many seniors continuing to work part-time or consult. While there are challenges to an aging workforce like skills upgrades, benefits can include experience and loyalty. The document argues for flexible work arrangements, ongoing training, and compensation based on performance rather than solely on seniority to help retain older workers.
Intergenerational Knowledge Transfer Succession Planningbeyondrewards
Over the past 5 years we have heard predictions of an impending worker shortage due to the retirement of the baby boomers. Predictions are that the retirement of baby boomers will create a drain in knowledge, experience and leadership in our workforce. With the recent downturn in the economy, most organizations did not focus on this trend. However, now that we appear to be in an economic recovery the discussion is back on the table with greater intensity. But did anyone actually speak to the boomers or is this just a prediction?
Understanding Our Generationally Diverse Workforce Anne Loehr
To communicate clearly with each generation in today’s workplace, you need to understand the political, societal, and technological events that shaped each generation’s core beliefs and values. Once you understand the history, traits, and culture of each generation, you can then better speak each generation’s language, which builds rapport and trust. The result? Higher sales, improved bottom-line results, and increased employee retention.
Qualtrics- How to implement an employee lifecycle program in your organisatio...Qualtrics
Join Rachel Barker and Jason Matthews from Qualtrics as they present how organisations can implement and employee lifecycle program using the Qualtrics platform.
This document contains information about recruitment and retention strategies for different generations in the workforce. It discusses engaging mature workers, recognizing the different imprints that shape how generations translate work values, and the importance of aligning an organization's interests with its people. The document advocates paying attention to the voices of candidates, adapting roles to individuals, and removing barriers to knowledge transfer between generations.
Get Connected With Lotus Connections June 2008 V2Neil Burston
IBM Lotus Connections is a social software platform for businesses. [1] It provides five key services - Profiles, Communities, Blogs, Dogear, and Activities. [2] Lotus Connections Version 1 provided these services, while Version 2 improved upon them. [3] The presentation discusses how Lotus Connections helps businesses innovate through connecting employees, partners, and customers, and helps execute work more quickly through dynamic networks.
The Real Talent Debate: Will Boomers Deplete the Workforce?FlexPaths
- The document discusses a survey of over 400 organizations on how the aging of baby boomers will impact the workforce.
- Key findings include that only 42% see it as a significant issue currently, but many expect senior leadership and skilled talent to depart. Knowledge transfer between generations is seen as a major risk.
- Common retention strategies are flexible schedules and mentoring programs, but few proactively recruit mature workers or understand their future work preferences through surveys. Overall most organizations lack strong knowledge transfer programs to address the aging workforce.
The document discusses leveraging the aging workforce. It notes that average life expectancy has increased by over 17 years since retirement ages were originally set, meaning people can work longer. Both mandatory retirement is now banned and patterns of work have changed, with many seniors continuing to work part-time or consult. While there are challenges to an aging workforce like skills upgrades, benefits can include experience and loyalty. The document argues for flexible work arrangements, ongoing training, and compensation based on performance rather than solely on seniority to help retain older workers.
Intergenerational Knowledge Transfer Succession Planningbeyondrewards
Over the past 5 years we have heard predictions of an impending worker shortage due to the retirement of the baby boomers. Predictions are that the retirement of baby boomers will create a drain in knowledge, experience and leadership in our workforce. With the recent downturn in the economy, most organizations did not focus on this trend. However, now that we appear to be in an economic recovery the discussion is back on the table with greater intensity. But did anyone actually speak to the boomers or is this just a prediction?
Understanding Our Generationally Diverse Workforce Anne Loehr
To communicate clearly with each generation in today’s workplace, you need to understand the political, societal, and technological events that shaped each generation’s core beliefs and values. Once you understand the history, traits, and culture of each generation, you can then better speak each generation’s language, which builds rapport and trust. The result? Higher sales, improved bottom-line results, and increased employee retention.
Qualtrics- How to implement an employee lifecycle program in your organisatio...Qualtrics
Join Rachel Barker and Jason Matthews from Qualtrics as they present how organisations can implement and employee lifecycle program using the Qualtrics platform.
Building Surveys in Qualtrics for Efficient AnalyticsShalin Hai-Jew
Qualtrics® is a state-of-the-art online research suite which enables sophisticated data collection and analytics. This presentation will describe how to build a survey for efficient analytics, both within Qualtrics® and outside Qualtrics®. This presentation emphasizes the importance of thinking through the data collection, the analytics, and the data presentation, in order to build a survey instrument that works for the research context. Along the way, some of the cutting-edge survey-building capabilities of Qualtrics® (including rich question types, invisible questions, branching logic, display logic, panel triggers, and others), will be showcased along with the data analytics functionalities (including cross-tab analysis and data visualizations).
Project Management Knowledge Area Applied on Construction Site Civil Eneginee...Zakaria Yahya
Our Final year Project was basically a case study of Bahria Grand Mosque Karachi, where we have worked on its management areas.
This is the recise presentation which has to be presented with in 12 minutes only.
This is density based traffic light control system using Programmable logic controller(PLC). Then side which have more vehicles(density) will be getting on first. This process will take place according to number of vehicles.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Este documento presenta información sobre el comité editorial y los evaluadores de la Revista Científica "it: Salud Comunitaria y Sociedad". Incluye las biografías de cada miembro del comité editorial y los evaluadores, describiendo sus credenciales académicas y experiencia profesional relevante. Además, contiene normas de publicación y un índice de autores.
Pertumbuhan adalah proses pertambahan jumlah dan atau ukuran sel dan tidak dapat kembali kebentuk semula (irreversible), dapat diukur (dinyatakan dengan angka, grafik dsb).
Perkembangan adalah proses menuju ke tingkat kedewasaan / pematangan tidak dapat diukur tetapi hanya dapat di amati.
Richard exchanges letters with Mr. Kilmer over the summer, with Richard sending poems for feedback. In the fall, Mrs. Hansen assigns the class to write essays to help sell Liberty Bonds to finance the war. Richard is chosen as the Doughboy for his letter writing idea, while Hannah wins Lady Liberty for her essay about making peace, despite facing anti-German sentiment as an American citizen.
Amr Training Certificates - 2002-2005-2010Amr Sakran
Mr. Amr El-Sakran of Sadex successfully completed several training courses at Zwick GmbH & Co. KG in Ulm, Germany between 2005 and 2010. The trainings covered topics such as material testing equipment, software programs for tensile and compression testing, calibration techniques, video extensometry, and advanced hardness testing. Zwick GmbH & Co. KG certified that Mr. El-Sakran learned the technical details of their equipment and software.
El documento habla sobre el cumpleaños número 30 de Jessica. Aunque no pudo celebrarlo el día exacto porque estaba de viaje, sí lo celebró el fin de semana con familiares y amigos. Comieron fondues y postres en un restaurante, y luego fueron a casa de la suegra de Jessica para pastel.
Dokumen ini membahas tentang sumberdaya alam, sumberdaya manusia, dan klasifikasi sumberdaya alam. Sumberdaya alam dibedakan menjadi sumberdaya terbarukan dan tidak terbarukan, sedangkan sumberdaya manusia diukur berdasarkan jumlah penduduk yang bekerja di sektor pertanian.
Este documento define las TICs como el conjunto de tecnologías para gestionar e intercambiar información. Explica aplicaciones como el comercio electrónico y banca en línea, así como aspectos positivos como mejoras en distribución y comunicación, y negativos como dependencia y limitaciones tecnológicas. Concluye resaltando el conocimiento y facilidad que brindan las TICs para compartir y buscar información en redes.
Revorg is a trusted manufacturer, supplier, distributor and exporter of different types of Bags, Belts, Key Chains, Pens, Mugs and Purses. Leather Bags & Belts are widely appreciated for their fine finish and elegant style.
"An Aging Workforce: Shifting from Problem to Potential" - breakout session at the MN Career Development Association 2012 Spring Conference - with Kate Schaefers
Extending working lives and age discriminationMark Beatson
This document summarizes research from the CIPD on extending working lives and age discrimination. Key points include:
- Population aging will increase the costs of age discrimination but it will still exist. Employers need strategies for managing an age-diverse workforce.
- Surveys found both employers and employees see benefits like experience but also challenges like difficulties adapting to change from working with colleagues of different ages.
- Some evidence suggests negative stereotypes still exist about older workers' capabilities though discrimination is perceived to be increasing less than in the past.
- Around 6% of employees felt they experienced age discrimination at some point in their career. Those who did reported lower career satisfaction.
- The CIPD is conducting further
Building Surveys in Qualtrics for Efficient AnalyticsShalin Hai-Jew
Qualtrics® is a state-of-the-art online research suite which enables sophisticated data collection and analytics. This presentation will describe how to build a survey for efficient analytics, both within Qualtrics® and outside Qualtrics®. This presentation emphasizes the importance of thinking through the data collection, the analytics, and the data presentation, in order to build a survey instrument that works for the research context. Along the way, some of the cutting-edge survey-building capabilities of Qualtrics® (including rich question types, invisible questions, branching logic, display logic, panel triggers, and others), will be showcased along with the data analytics functionalities (including cross-tab analysis and data visualizations).
Project Management Knowledge Area Applied on Construction Site Civil Eneginee...Zakaria Yahya
Our Final year Project was basically a case study of Bahria Grand Mosque Karachi, where we have worked on its management areas.
This is the recise presentation which has to be presented with in 12 minutes only.
This is density based traffic light control system using Programmable logic controller(PLC). Then side which have more vehicles(density) will be getting on first. This process will take place according to number of vehicles.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Este documento presenta información sobre el comité editorial y los evaluadores de la Revista Científica "it: Salud Comunitaria y Sociedad". Incluye las biografías de cada miembro del comité editorial y los evaluadores, describiendo sus credenciales académicas y experiencia profesional relevante. Además, contiene normas de publicación y un índice de autores.
Pertumbuhan adalah proses pertambahan jumlah dan atau ukuran sel dan tidak dapat kembali kebentuk semula (irreversible), dapat diukur (dinyatakan dengan angka, grafik dsb).
Perkembangan adalah proses menuju ke tingkat kedewasaan / pematangan tidak dapat diukur tetapi hanya dapat di amati.
Richard exchanges letters with Mr. Kilmer over the summer, with Richard sending poems for feedback. In the fall, Mrs. Hansen assigns the class to write essays to help sell Liberty Bonds to finance the war. Richard is chosen as the Doughboy for his letter writing idea, while Hannah wins Lady Liberty for her essay about making peace, despite facing anti-German sentiment as an American citizen.
Amr Training Certificates - 2002-2005-2010Amr Sakran
Mr. Amr El-Sakran of Sadex successfully completed several training courses at Zwick GmbH & Co. KG in Ulm, Germany between 2005 and 2010. The trainings covered topics such as material testing equipment, software programs for tensile and compression testing, calibration techniques, video extensometry, and advanced hardness testing. Zwick GmbH & Co. KG certified that Mr. El-Sakran learned the technical details of their equipment and software.
El documento habla sobre el cumpleaños número 30 de Jessica. Aunque no pudo celebrarlo el día exacto porque estaba de viaje, sí lo celebró el fin de semana con familiares y amigos. Comieron fondues y postres en un restaurante, y luego fueron a casa de la suegra de Jessica para pastel.
Dokumen ini membahas tentang sumberdaya alam, sumberdaya manusia, dan klasifikasi sumberdaya alam. Sumberdaya alam dibedakan menjadi sumberdaya terbarukan dan tidak terbarukan, sedangkan sumberdaya manusia diukur berdasarkan jumlah penduduk yang bekerja di sektor pertanian.
Este documento define las TICs como el conjunto de tecnologías para gestionar e intercambiar información. Explica aplicaciones como el comercio electrónico y banca en línea, así como aspectos positivos como mejoras en distribución y comunicación, y negativos como dependencia y limitaciones tecnológicas. Concluye resaltando el conocimiento y facilidad que brindan las TICs para compartir y buscar información en redes.
Revorg is a trusted manufacturer, supplier, distributor and exporter of different types of Bags, Belts, Key Chains, Pens, Mugs and Purses. Leather Bags & Belts are widely appreciated for their fine finish and elegant style.
"An Aging Workforce: Shifting from Problem to Potential" - breakout session at the MN Career Development Association 2012 Spring Conference - with Kate Schaefers
Extending working lives and age discriminationMark Beatson
This document summarizes research from the CIPD on extending working lives and age discrimination. Key points include:
- Population aging will increase the costs of age discrimination but it will still exist. Employers need strategies for managing an age-diverse workforce.
- Surveys found both employers and employees see benefits like experience but also challenges like difficulties adapting to change from working with colleagues of different ages.
- Some evidence suggests negative stereotypes still exist about older workers' capabilities though discrimination is perceived to be increasing less than in the past.
- Around 6% of employees felt they experienced age discrimination at some point in their career. Those who did reported lower career satisfaction.
- The CIPD is conducting further
Outlines the challenges and opportunities for employers with an age diverse workforce. Explores a strategic approach and shares tools and tips that support employers to build engaged and sustainable workforces.
iCAAD London - Elizabeth Hampson and Kay Forsythe - THRIVING AT WORK, THE CAS...iCAADEvents
Deloitte believes that there is an unarguable business case for supporting individuals with mental health challenges, and creating mentally healthy working conditions. This case is not simply a financial one, although the costs of poor mental health are significant. Creating the right conditions for all colleagues to thrive has significant human and societal impact.
This document summarizes key trends in the 2022 employee experience based on research from Qualtrics. The 4 trends discussed are:
1. There will be an exodus of leaders, especially female leaders, due to burnout from increased expectations. Leaders face pressure to drive diversity and inclusion in addition to business results.
2. Employees will demand better physical and digital workspaces to support hybrid work. Many are dissatisfied with their current office and technology experiences. Flexibility is important.
3. A lack of meaningful progress on diversity, equity, inclusion and belonging (DEIB) initiatives will no longer be tolerated. Employees want to see sustained actions, not just words, from leadership on DEIB.
Young Poles on the labor market in the new normalPwC Polska
In the study carried out by PwC, Well.HR, and Absolvent Consulting we decided to have a closer look at the expectations of the Generation Z – people who are making their first steps on the labor market right now. It was one of the first studies carried out during the COVID-19 pandemic, in the new normal.
How did those events impact the attitudes of the young people? What conclusions can be drawn for employers?
Being a good boss_VBF event_London Vet Show_16 November 2012djbartram
This document discusses tips for being a good boss based on research evidence. It begins by providing background on mental health issues in the veterinary profession such as elevated rates of depression, anxiety, and suicidal ideation. It then discusses positive manager behaviors such as self-awareness, appropriate assertiveness, making time for people, empowering staff, and eliminating negativity. The document also covers the relevance of being a good boss from legal, business, and ethical perspectives. It provides insights into manager behavior and discusses strategies for positive behaviors like respect, communication, and managing individuals and difficult situations.
Innovation Overload - Technology, Jobs and the FutureInnoTech
This document discusses how technology and automation are changing the future of work. It notes that jobs are no longer stable for life at a single company and that companies must frequently change their products, services and workforce. It explores how these changes impact both companies and individuals. The future will see a declining younger workforce and growing older population, requiring different work patterns like more part-time and cyclic work throughout one's career. Companies will need to adapt to multiple generations in the workforce with different expectations of work-life balance and responsibilities.
Dr. Philip Gardner gave a presentation on the college labor market and workforce readiness. He discussed trends over the past 3 years, noting strong growth in 2011-2012 but a more cautious outlook in 2012-2013 with only moderate hiring increases expected. He highlighted in-demand fields and obstacles employers face in hiring. Gardner also reviewed employers' perspectives on needed skills like problem-solving, communication, and managing priorities. Research from Boise State examined critical competencies and attitudes desired by employers.
Love the one youre with slide deck pmi houston 061213Scott Davis
Here are some suggestions to help overcome fear of failure when making sales calls:
- Prepare thoroughly for each call by researching the prospect and anticipating objections. Having answers ready will build confidence.
- Focus on value, not features. Explain clearly how your solution benefits the prospect rather than just describing what you're selling.
- Ask for feedback. If a call doesn't go well, ask the prospect what could have made the conversation more useful for them. Learn from the experience.
- Start with warm introductions through mutual connections if possible. Referrals help establish credibility from the beginning.
- Remember that rejection is not personal, it's just business. Don't take "no" personally and keep a positive
This document provides an overview of employee engagement. It begins by discussing why economists may be interested in engagement and its potential benefits such as increased discretionary effort, alignment of interests, and gift exchange. It then examines the importance of employees to corporate reputation according to surveys. The document explores various definitions and conceptualizations of engagement as both an academic subject and a practical craft. It also analyzes measures of engagement over time from different surveys in the UK that show some variation but also stability. Finally, it discusses factors that can influence engagement levels such as leadership, employee voice, stress, and organizational commitment.
Workshop presentation delivered in Geneva May 2015. This presentation explores the trends currently shaping the future of HR and what employers need to do to prepare for the changes ahead.
The document discusses the next generation of social engagement and its importance for talent management. It summarizes that social technologies can connect and accelerate business strategy by enabling ease of use, transparency, collaboration and recognition for employees. However, the business results of social technologies are unclear. The document advocates for social engagement that includes all stakeholders and leverages social networking as a primary communication tool. It provides examples of how social technologies can enhance recruiting, performance, learning and more.
Employee motivation specific situations during the pandemicslauc10
This document summarizes an employee motivation presentation. It begins with defining motivation and outlining its importance. It then discusses several motivational theories including Maslow's hierarchy of needs and Herzberg's two-factor theory. Empirical research on motivators in Bosnia and Herzegovina is presented, finding regular salary to be the top motivator. The document then discusses the impact of COVID-19 on employee motivation, noting concerns around safety, work-life balance with remote work, and feelings of isolation. HR measures taken in Bosnia during the pandemic included training for mental health, counseling, and communication with employees. Remote recruitment and training were also implemented. The pandemic both presents risks and opportunities for digital transformation and new working models.
Current job trends in the RN labor market, where the jobs are, and estimates of future demand.
Presenters: Joanne Spetz, Professor at the
Philip R. Lee Institute for Health Policy Studies, University of California, San Francisco;
Teri Hollingsworth, Vice President, Human Resources Services,
Hospital Association of Southern California;
Judee Berg, Executive Director of the California Institute for Nursing & Health Care
Turmoil and Trends in America's WorkforceKimball Norup
This was presented at San Francisco's Commonwealth Club on October 14th, 2008. Covers the significant trends and turmoil in America's workforce and discusses how the evolving flexible workforce is a viable solution in the war for talent.
Randstad how to attract talent guide 2016_finalMot Juste
The document provides guidance on how employers can become more attractive to potential employees. It discusses focusing on employer branding and understanding what motivates different generations and demographics when seeking employment. Specific strategies suggested include emphasizing benefits like training, career progression, and work-life balance for younger workers, while highlighting salary, job security, and stability for older workers. The document also stresses the importance of actions aligning with messaging to build a strong, authentic employer brand across all communication channels and company levels.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...Aleksey Savkin
The Strategy Implementation System offers a structured approach to translating stakeholder needs into actionable strategies using high-level and low-level scorecards. It involves stakeholder analysis, strategy decomposition, adoption of strategic frameworks like Balanced Scorecard or OKR, and alignment of goals, initiatives, and KPIs.
Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Neil Horowitz
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
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Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Easily Verify Compliance and Security with Binance KYCAny kyc Account
Use our simple KYC verification guide to make sure your Binance account is safe and compliant. Discover the fundamentals, appreciate the significance of KYC, and trade on one of the biggest cryptocurrency exchanges with confidence.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
Tapping talent aging workforce
1. Tapping the Talent of
an Aging Workforce
Tracy Godfrey
Kate Schaefers
TCHRA
June 1, 2012
Godfrey & Schaefers June, 2012 1
2. Session Overview:
• Changing Demographics
• New Models of Retirement
• Boomer Motivation
• Value Of Older Workers for Organizations
• Finding the Sweet Spot: Win-Win for
Employees and Organizations
Godfrey & Schaefers June, 2012 2
4. Population
“A Change Is Gonna Come” Workforce
Work
Bond
Aging Population
• Boomers are approaching retirement and people
are living longer
Aging Workforce
• The workforce is older & people are working longer
Work Itself Is Changing
• More Knowledge Economy – vs. Manufacturing
Loosening the Employer/Employee Bond
• From lifetime employment to “free agents”
Godfrey & Schaefers June, 2012 4
5. Workforce Trends, 1990 - 2020
The percent over age 55 more than doubles;
100.0%
The percent age 16 – 24 declines
11.9% 13.1%
90.0% 19.5%
24.6%
80.0%
70.0%
60.0%
70.2% 55 and older
50.0% 71.1%
66.9% 25 to 54
62.9%
40.0% 16 to 24
30.0%
20.0%
10.0%
17.9% 15.8% 13.6% 12.5%
0.0%
1990 2000 2010 2020
U.S . BLS, Mar., 2012
Godfrey & Schaefers June, 2012 5
6. Industries impacted by Age
Median Age of Employees by Industry Sector in the U.S.
48 47.1
46.5
45.8 46.2
46 44.9
44.1 43.7 44.5
44 43.0 43.0 43.3
42.1 42.4
42
41.6 41.3
40 41.0 40.7
38
38.0
36
34
32
30 31.2
Godfrey & Schaefers June, 2012 U.S . BLS, as of 2011 6
7. Age Is More a Factor for Some Fields
Farmers & Ranchers 55.9 Healthcare
Architects 46.7 • Physicians 46.3
Electrical Engineers 45.0 • Nurse Practicioners 46.9
Engineering Techs 46.5 • Med. Transcript. 50.7
Lawyers 47.2 • Health Srv. Mgrs 49.6
Education Cleaning & Maintenance
• Librarians 52.0 • Janitors & Cleaners 46.4
• Postsec. Teachers 45.7 • Maids & Hskeeping 45.2
• Teacher Assistants 44.9 Mail carriers 49.9
Aircraft pilots 49.0 Computer operators 48.9
Bus Drivers 52.6 Millwrights 49.3
Const/Bldg Inspector 50.7 Prec. Instr. Repairers 47.9
Hwy. Mntnc Worker 45.3 Tool & Die Makers 51.0
Boiler Operator 51.5 U.S . BLS, as of 2011
Godfrey & Schaefers •June, 2012 7
8. Business Trends - Surveys
• SHRM-AARP 2012 Study
– 430 randomly selected SHRM members
• Manpower 2006 Study
– 28,000 employers from 25 countries & territories
• Sloan Center on Aging & Work, BC
2009 Talent Management Survey
– 696 US organizations representing 10 leading sectors
of the economy, data from HR directors or CEO’s.
Godfrey & Schaefers June, 2012 8
9. How Concerned are Companies?
• Sloan Study: 40% of employers projected that the aging of
their workforce would have a detrimental impact on their
business.
• SHRM/AARP survey: 72% saw loss of talent due to older
workers leaving/retiring as a “problem” or “potential
problem”
• Manpower Conclusion:
“The potential loss of productivity and intellectual capital
could have a devastating impact on many businesses
that are currently unprepared to adapt to the new
realities of the aging workforce.”
Godfrey & Schaefers June, 2012 9
10. What are Companies Doing?
• Demographic Analysis
– Just starting to look at fundamental age information
about their employees
– Most haven’t analyzed projected retirement rates
• Knowledge of Workforce Skills
– About half had NOT assessed anticipated skills needed,
or assessed competency sets of employees (Sloan).
~ Sloan Center of Aging & Work (2009) Talent Management Study
Godfrey & Schaefers June, 2012 10
11. Corporate Spotlight:
Created modeling tool for
anticipating workforce needs
• Workforce segmentation (5 age & 10 job level)
• Calculates future head count by segment & level
for each business
Allows Dow to:
• Staff up key growth areas
• Identify knowledge management risks for retiring
employees
Harvard Business Review, 2010
Godfrey & Schaefers June, 2012 11
12. Bringing It Home: Workplace Profile
• Analyze demographics of your workforce:
– Age distribution
– Turnover and retention rates, by age ranges
• Develop a “talent bank” of skills and expertise
• Conduct a Gap and Risk Analysis
– Where are vulnerabilities for losing talent?
– Segment risks: function, skill set, department, etc.
• Anticipate changes in HOW work is done
– Impacts of technology, Telecommuting, working virtually
• Forecast Future Talent Needs
Godfrey & Schaefers June, 2012 12
13. New Models of Retirement
Bringing It
Home:
Expanding the
Talent Pool
Godfrey & Schaefers June, 2012 13
15. History of Retirement
Von Bismarck – Germany - 1883
Social Security Act of 1935
Sun City - 1960
1900’s 1930’s 1960’s TODAY
Godfrey & Schaefers June, 2012 15
16. A “New Stage” Has Emerged
1900
Now
20 - 40 40 - 55 55 - 70 70 – 85+
Longer Lives, More Years in Middle
• On average, people live 18 years beyond 65
• Frail elder stage pushed out a decade or more
• People age 60-75 remain active, healthy
Godfrey & Schaefers June, 2012 16
17. Retirement – New Realities
• 20% of those “retired” are
working, some full-time
• Retirement is no longer a
stopping point.
• People see work as part of
active retirement
Work continues– but probably in a different
way
Godfrey & Schaefers June, 2012 17
18. Opportunity for Organizations
• Huge potential talent base
• Fit well with “talent on demand” way of
staffing
• Significant opportunity for meeting current
and future talent needs
– Get beyond case by case approach
– Link with engagement strategies
– Examine policies that support and interfere
– Go beyond retention – need recruitment too
Godfrey & Schaefers June, 2012 18
19. Spotlight:
Lexington, KY
Flexibility & Career Coaching Program
- Mid and late career nurses
- Assessed skills & career needs
- Identified career direction
- Connected with existing resources
Improvements in retention, employee engagement,
succession planning & re-careering
Sloan Center, Case report, March, 2012
Godfrey & Schaefers June, 2012 19
20. Bringing It Home:
Expanding the Talent Pool
• Help Employees Navigate the “New” Retirement:
Extend career assistance to “pre-retirement” phase. Talk
with employees about their plans.
• Educate recruitment specialists about older workers:
Ensure recruiters know how to engage older workers.
• Explore Ways to Translate Employee Needs into
Workforce Priorities
– Shift from “Job” to “Work” mentality
– Job redesign to expand options
– Assistance in transitioning in & out of the organization
Godfrey & Schaefers June, 2012 20
22. Midlife – A time of New Perspective
“The real voyage of
discovery consists
not in seeking new
landscapes but
in having new eyes.”
~ Marcel Proust
Godfrey & Schaefers June, 2012 22
23. Boomers’ View of Work
• Competitive • Desire to make a
• Experimental positive difference
• Personal fulfillment • Global awareness
• Challenge status quo • Acceptance of diversity
• Put one’s own stamp on and differences
things • Environmental
• Optimism, idealism stewardship
Shaped by key shared life experiences
at an “impressionable age”
Godfrey & Schaefers June, 2012 23
24. Keys to Your “Ideal Job”
AARP Survey of Workers over 50
1. Personal & Professional Development
– Use talents & skills, give back and learn new things
2. Workplace Culture
– Friendly environment, relationships, respect
3. Flexibility
– Control - Flexibility on how to do work
– Options for part-time, time off, seasonal work
4. Finances
– Fair pay; Benefits; Pension; 401(k)
Godfrey & Schaefers June, 2012 24
25. Motivating Boomers: Strategies
Connect Work with Purpose
Link Work with Corporate Mission
• Focus on Task significance
• Identify ways to give back
• Promote mentoring
Godfrey & Schaefers June, 2012 25
26. Spotlight:
Armonk, NY
Transition to Teaching Program
- Assistance in teacher certification for IBM
mature workers
- Financial support & flexibility
- Restructured existing HR benefits
Promoted goodwill with employees, clients, & community
Higher morale, rates of retention, market positioning
Similar Examples: Intel, HP introduction of Encore
Fellows Program to transition into nonprofit careers
Godfrey & Schaefers June, 2012 26
27. Motivating Boomers: Strategies
Offer Career & Professional Development
Commit to Developing Boomers
• Career Development
• Use Talents & Skills
• Life Long Learning
• Upgrade Skills
Godfrey & Schaefers June, 2012 27
28. Spotlight:
Career Lattice Program
- Employees can customize careers
- Dial up or down, multidirectional career
paths
- Flexibility in Ways to work
- When, where, and how to work
- Many ways to Participate
- Flatter organization with more collaboration
& transparency
Godfrey & Schaefers June, 2012 28
30. Corporate Spotlight:
Wells Fargo Boomer Connection
One of Wells Fargo’s Employee Resource Groups
In its Diversity & Inclusion program
Mission
To address the challenges of the team members of the
vast Baby Boomer generation in order to retain team
members, transfer knowledge and experience at work,
prepare for better lifestyles after retirement and help Wells
Fargo succeed in the Baby Boomer market.
Goals:
1. Inclusive workplace and team member engagement
2. Talent development and professional growth
3. Community outreach
4. Business development and customer insight
Godfrey & Schaefers June, 2012 30
31. Motivating Boomers: Strategies
Flexibility & Work-Life Balance
Shift from “job” to “work”
• Flexible Appointments
• Sabbaticals to recharge
• Contracting
• Consulting
• Downshifting
• Telecommuting
• Part time, seasonal
Godfrey & Schaefers June, 2012 31
32. Corporate Spotlight:
• Flexible Work Schedules
- Compressed work weeks
- Flexible hours
- Part time work
• Ways to Work
- When, where, and how to work
Godfrey & Schaefers June, 2012 32
33. Motivating Boomers: Strategies
Targeted Benefits & Fair Pay
Compensation tied to Work
• Fair Pay over Promotions
• Access to Benefits
• Health care
• Retirement
• Choice of Benefits
• Elder care assistance
Godfrey & Schaefers June, 2012 33
34. Spotlight:
AARP list of ‘Best Employer for Workers over 50
Benefits offered to all employees, but appeal to
workers 50+
• On-site medical center
• Wellness, fitness & recreation programs
• On-site education program
• Paid sabbaticals to experienced employees
• Comprehensive financial benefits
• Retirement planning tools
Godfrey & Schaefers June, 2012 34
35. Bringing It Home – Boomers in a
Multi-Generational Workplace
• Find out what your mature workers want
– Surveys, focus groups, one-on-one discussions, incorporated into
individual development plans
– Personal vision: where do you see yourself in 5 years?
• Align with factors of the “ideal job”
– Meaningful work, continued learning, welcoming, part of a nimble
workforce, rewards for the work that is done
• Create an age-friendly environment
– Redefine career paths, working relationships
– Cross-generational teams, mentoring, knowledge-sharing
– Re-examine policies for unintended consequences
Godfrey & Schaefers June, 2012 35
36. Value of Older Workers
Bringing It
Home:
Maximizing
Contributions &
Knowledge
Transfer
Source: FreeDigitalPhotos.net
Godfrey & Schaefers June, 2012 36
37. Value of Mature Workers –
Edge in Basic Skills (SHRM/AARP)
• Communications: Writing and Speaking in
English, Reading Comprehension, Foreign
languages
• Technical skills: computer, engineering,
mechanical
• Math and Science
• Social science connections: Government,
economics, history, geography, arts, humanities
Godfrey & Schaefers June, 2012 37
38. Value of Mature Workers –
Edge in Applied Skills (SHRM/AARP)
• Professionalism: Work ethic, responsibility,
social responsibility
• Thinking ability: critical thinking, problem-
solving, judgment, creativity/innovation,
information technology application
• Working in Teams: Teamwork, collaboration,
leadership
• Learning: commitment to lifelong learning, self
direction
Godfrey & Schaefers June, 2012 38
39. Older Worker: Overcoming Myths
Myths Reality
• Not committed • Loyal, reliable
• Less productive • Work smarter
• Unable to learn • Deal with
new approaches complexity
• Inflexible • Able to compromise
• Not vigorous • Conscientious,
engaged
Godfrey & Schaefers June, 2012 39
40. Older Worker: Real Challenges
• Marginalized in work discussions
• Passed over for training and new assignments
• Trivialized - Given routine or menial tasks
• Unemployment – difficulty getting back to work
• Age discrimination in employment & on the job
• Unintended consequences of HR policies
established for equitable and consistent practices
• “Age-ism” - Stereotypes, assumptions, attitudes
• “Boomer Backlash” – tensions and
misperceptions among generations
Godfrey & Schaefers June, 2012 40
41. What are Companies Doing?
• Planning for Talent Transfer
– Developing succession plans (38%)
– Developing processes to capture institutional
memory/organizational knowledge (17%)
– Create new roles specifically designed to bridge a skill or
knowledge gap (9%)
• Making the Workplace Climate Age Friendly
– Adapt workplace to accommodate older workers (9%)
SHRM/AARP 2012 Survey
Godfrey & Schaefers June, 2012 41
42. Spotlight:
Apprenticeship Program
Wayne, NJ Plant
• Manufactured surgical grafts & fabrics
• Highly skilled workforce, lack of succession plans
• Identified critical jobs
• Developed apprentice program training new staff
alongside experienced workers
Godfrey & Schaefers June, 2012 42
43. Bringing It Home –Maximizing
Contribution & Knowledge
Transfer
• What would you miss if they were gone?
– Skills? Relationships with clients?
• What are skills gaps between your older and younger
workers?
• How can knowledge be transferred and wisdom shared
– Mentorships? Projects?
• HR policies and practices: Where barriers and hurdles,
even unintentional, exist that disadvantage older workers?
• What assumptions made about older limit opportunities?
Godfrey & Schaefers June, 2012 43
44. Finding the Sweet Spot
Bringing It Home:
Win-Win for Employees
& Organizations
Get Ready for Success
Godfrey & Schaefers June, 2012 44
45. Choose TWO Image Cards
1) Imagine your organization in
5 years. What would it look
like if it was truly
multigenerational, engaged,
and productive?
1) What barrier(s) might get in
the way of this being a
reality?
Godfrey & Schaefers June, 2012 45
46. Reflection Questions
1. Describe the scene – what is going
on?
2. Why do you think you were drawn to
this particular image?
3. What thoughts do you have for how
to connect the image to the original
question?
Godfrey & Schaefers June, 2012 46
47. Implications for HR Professionals
1. Changing Demographics – Workplace profile
2. Changing Thinking - Work, Retirement; “New
Stage” of Life
3. Understand Boomers and Generations in the
Workforce
4. Value Mature Workers in the Organization
5. Finding the Sweet Spot for Both Employees
and the Organization
Godfrey & Schaefers June, 2012 47
48. About Us
Tracy Godfrey Kate Schaefers
is a seasoned HR Ph.D. LP, is owner of
professional with more Encore Life Planning.
than 25 years She is a licensed
experience, leading psychologist & certified
teams & consulting on retirement coach. She
recruiting and selection offers coaching and
for major Twin Cities corporations. consultation to individuals and
Tracy holds an MBA and Senior organizations on issues related to
Professional, Human Resources work in the second half of life. She is
(SPHR) certification. He is a member an adjunct faculty member at the
of the Leadership Group of the Vital University of St. Thomas Dept. of
Aging Network (VAN) Organization Learning and
Development and Graduate School
of Professional Psychology
tgodfrey4630@msn.com encorelife@earthlink.net
Godfrey & Schaefers June, 2012 48
49. Link to Today’s Presentation
on SlideShare
http://www.slideshare.net/TracyGodfrey/
tapping-talent-aging-workforce/
Godfrey & Schaefers June, 2012 49
51. Examples from “Early Adapters”
• “Prime Time” – First Horizon – flexible work option of 20 to 32 hours/week - prorated pay
- retain full benefits, including health insurance (A)
• Fewer Hours – Fidelity – Recruits 55+ for part-time in peak hours (B)
▪ Flexible work schedules – General Mills R&D – Accommodations include compressed
work weeks, flexible hours, as well as part-time work (A)
• Flexible Location – Boston College – Telecommuting options for IT (B)
▪ “Retiree Casual” – The Aerospace Corporation – Re-hire retirees to work part-time to
1000 hr. pension limits–as consultants, proj. mgrs, indiv. contributors, etc. (A)
▪ “QUEST: Qualified Employees Seeking Transfer” – Cornell University (C)
▪ Special assignments/Job Rotation – for mobility & skill-building–Deere & Co
▪ Phased Retirement – Pitney Bowes Engr. Dept. – variety of shapes, including
condensed workweeks, telecommuting & reduced workweeks (B)
▪ Apprenticeship Program – Boston Scientific – Pair up highly-skilled veteran craftsmen
& apprentices for knowledge transfer and succession planning. (A)
▪ Retirement Planning Seminars – Weyerhaeuser – Paid time away for workers over
50 for a 3 day retirement planning workshop, with partners (e.g. spouses)(A)
• Cross-Generational Networking Circle – MITRE – for knowledge-sharing
• “Encore Fellows” – Civic Ventures pilot in S.F. Bay Area – Executives from For-Profit
sector working in Non-Profit assignments
• Boomer Connection – Wells Fargo resource group
A: MetLife; B: Sloan Center, Boston College; C: AARP Top 50 Employers
Godfrey & Schaefers June, 2012 51
52. Resources
Civic Venture: www.civicventures.org Information on “encore careers”
SHiFT: www.shiftonline.org Local network supporting people in mid-life who seek
greater meaning in life and work
The Sloan Center for Aging and Work, Boston College:
http://www.bc.edu/research/agingandwork/
MN Governor’s Workforce Development Council – Older Workers
Workgroup: http://www.gwdc.org/committees/older_workers_workgroup/
MN career, education & job resource: http://www.iseek.org/ - Collaboration
between government (MN DEED) & education (MN SCU)
MetLife Mature Market Institute: www.metlife.com/mmi/
AARP Foundation – Worksearch site: http://foundation.aarp.org/WorkSearch/
“Encore: Finding Work That Matters in the Second Half of Life,” Marc
Freedman (Public Affairs Paperbacks, 2008)
“The Big Shift: Navigating the New Stage Beyond Midlife,” Marc
Freedman (Public Affairs Paperbacks, 2011)
“Working Identity: Unconventional Strategies for Re-inventing Your
Career,” Herminia Ibarra (Harvard Business School Press, 2003)
PBS: “Retirement Revolution”:
http://www.pbs.org/wttw/retirementrevolution/watch/ (Sep., 2009, 2 hr. program)
Godfrey & Schaefers June, 2012 52
53. Talkin’ Bout My Generation
Key Experiences Shaped Boomers
Key events at an “impressionable age”:
• Movements for civil rights, • Greater awareness of
women’s liberation, gay environment and nature –
rights – inclusion of new “Earth Day” & more
groups in society & work • Experimentation
• Vietnam, Watergate, • A sense of optimism &
Questioning authority desire to change the
• Quest for personal World
fulfillment • Striving to stand out
among a large cohort
Basically: “Sex, Drugs & Rock ‘N’ Roll”
Note: some of this is mythical. For some, it didn’t happen
Godfrey & Schaefers June, 2012 53
54. Popular Views of Generations
in the Workforce
Generation Seen As Seeking
Traditionalist Dedicated Work with substance
(1922 – 1945) Duty and service Chance to pass on what
Faith in institutions they know
Baby Boomer Competitive, Optimistic Work with purpose
(1946 – 1964) Hard-working Make a difference
Personal fulfillment focus Flexibility
Gen X Resourceful Opportunity to lead
(1965 – 1980) Self-reliant, independent Career flexibility for work-life
Skeptical fit
Millenial Pragmatic, realistic Experiences for growth
(aka Gen Y) Mobile, connected Fluidity in work-life
(1981 – 2000) Collaborative Ability to work anytime,
anywhere
Tolbize, “Generational Differences in the Workplace”, 2008
Godfrey & Schaefers June, 2012 54