We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you!
Presentation is loading. Please wait.
Published byMekhi Brannam
Modified over 2 years ago
THE FUTURE OF WORK Its impact on our industry Its impact on our industry Presented by Kevin Wheeler Job Board Summit - North America
Two Worlds Colliding Choice Flexibility Opportunity Pay for performance Free Agent Security Career path Predictable income Camaraderie Traditionalist 2 © 2013, Future of Talent Institute
Trends in Population Growth Worldwide Population Increase and Growth Rate, Five-Year Periods Millions Percent increase per year Source: United Nations, World Population Prospects: The 2002 Revision (medium scenario), 2003. 3 © 2013, Future of Talent Institute
Source: UN Population Forecast, 2001 revision 0 1000 2000 3000 4000 5000 200020102020 Urban Rural Millions Urban Population will Grow 4 © 2013, Future of Talent Institute
Everyone an Entrepreneur Urban, Healthier, Older, better educated Automation & Robotizing of many traditional jobs. Work ? Sustainability Just enough Values Simplicity Fun Openness Rise of Career Mosaics Firms specializing in management, scientific and technology fields will grow 83% by 2020. Home Healthcare +46% Elderly care +76% by 2020. Fewer marriages, Fewer kids Less home ownership Work/Life/Play intertwined More free time GUIDING PRINCIPLE: Deliberate CHOICE rather than social pressure. 5 © 2013, Future of Talent Institute
Collaboration 6 or crowdsourcing A way to... –Do complex,ambiguousmulticulturalwork –Do complex, ambiguous, multicultural work –Find scarce talent –Seek multidisciplinary ideas –Open, transparent, fosters innovation © 2013, Future of Talent Institute
Collaborating to Find Scarce Talent Candidates source Candidates Employees source Candidates –Referral networks Online communities Twitter & other social media 7 © 2013, Future of Talent Institute
8 New Organizational Structure Emerge CORE EMPLOYEES TRUSTED PARTNERS PART-TIME & TEMPS CONSULTANTS CUSTOMERS CONTRACTORS Twentieth century organizations were designed for production and volume, not innovation and change. Hierarchy inhibits innovation and change. Lower cash investment needed Smaller, Leaner, networked Firms Fun, satisfying, meaningful Lower cost structure Collaboration & partnerships Flexible, nimble, lean We work in hierarchy, structure, rules. Cannot respond quickly enough to change Slow, inflexible © 2013, Future of Talent Institute
9 Workers will choose projects, not organizations, and will often follow a project leader from gig to gig. A Snapshot of the “Typical” Employee of 2024 They will expect to work wherever they like most of the time. They will not want or need to come to a physical office. Pictures and video will replace a significant amount of written communication. Much work will be done on mobile devices and several employees will collaborate virtually. A typical employee will be a member of Gen Y, the youngest being ~ 30 and the oldest in their early 40s. The majority will have 2 or more income sources, work part-time or as a contractor, or both. © 2013, Future of Talent Institute
Robotics, Automation & Work General Motors had almost 600,000 employees in 1960 and built around 2 million vehicles. Today it has 200,000 employees and builds over 9 million vehicles each year. This is a common story among manufacturers everywhere. Meet Baxter Robots are rapidly replacing workers or reducing the amount of work they have to do. Replacement: Robots take over Augmentation: Working WITH robots Re-education: Learning unique new skills Uniqueness: Doing what robots cannot do 10 © 2013, Future of Talent Institute
Conflicting Worlds WHENEVER -Batch processing -Lag between start & finish -Complex World -Fundamental Assumption: Past & Future similar NOW -Streaming -No Lag between start & finish -Chaotic World -Fundamental Assumption: Past & Future different 11 © 2013, Future of Talent Institute
12 GOAL: Finding Information in the Noise We are overwhelmed with words, pictures, numbers, videos. Patterns are harder and harder to see. Candidates are elusive – jobs are changing. Social media has become “the cocktail party from hell, with the flood of information jeopardizing meaning.” -Maureen Down 99% of information is noise.99% of information is noise. 12 © 2013, Future of Talent Institute
Resume Social Network Web Info Social Network Tweets Resumes Database 13 © 2013, Future of Talent Institute
Data Scientist 14 “the sexiest job in the 21st century” -Harvard Business Review 14 © 2013, Future of Talent Institute
Drawing Useful Information from Data 15 "The Web is your CV and social networks are your references." Candidates will have no need for formal resume/CV Search = structured + static + unstructured + streaming + aggregated data. 15 © 2013, Future of Talent Institute
16 What Does This Mean For Us? © 2013, Future of Talent Institute
Social Influence Becomes Important 17 © 2013, Future of Talent Institute 17
Four most important tools for 2014 18 Dynamic, streaming, cheap © 2013, Future of Talent Institute 18
DOMINANCE OF 19 ASSESSMENT MARKETING RELATIONSHIP SOURCING EDUCATION ENGAGEMENT © 2013, Future of Talent Institute
Gamification Seamless User Interfaces Apps Candidates & Hiring Managers are Center MicroXctions Mobile Grows Exponentially © 2013, Future of Talent Institute 20
Rise of Global RPO More recruiting will be outsourced as corporations contain costs, drive QUALITY, and decrease in size. CORP COORDINATORS & STRATEGIC RECRUITERS RPO & Specialized Services Agencies, Consultants 21 © 2013, Future of Talent Institute
Move away from detailed/text-based job descriptions 22 © 2013, Future of Talent Institute
Recruiting becomes a DYNAMIC, Realtime, all-the-time, process Of scanning, analyzing, and assessing for... Jobs that are DYNAMIC, evolving, global and highly varied. © 2013, Future of Talent Institute 23
© 2013, Future of Talent Institute www.futureoftalent.org Kevin Wheeler Founder & Chairman email@example.com Get in touch with us for executive briefings or workshops or to learn more about our white papers and regional Retreats.
Leveraging People: The Key Resource for 21 st Century Success Presented by Kevin Wheeler INACAP - Chile April 2008.
Introduction Challenges of Managing in a Network Economy.
Chapter 1 Business Driven Technology MANGT 366 Information Technology for Business Chapter 1: Management Information Systems: Business Driven MIS.
Data Processing Architectures The difficulty is in the choice George Moore, 1900.
1 Keenhire Franchise Plan Plan. 2 Corporate Effectiveness Hinges on the ability to The Right Talent Attract, Select, Hire, Leverage & Retain.
Global Leadership Forecast 2011 Delaware SHRM April 10, 2012 The Talent Management Expert.
Chapter 6 Recruiting and labor markets
Management: Arab World Edition Robbins, Coulter, Sidani, Jamali Chapter 9: Organizational Structure and Design Lecturer: [Dr. Naser Al Khdour]
Final Presentation By Cindy Lee December 2, 2003.
© 2011 IBM Corporation Smarter Strategies for Economic Transformation … Watson Transforming Industries Gerard M. Mooney General Manager Global Government.
Applicatieplatform congres 12 & 13 maart. Microsoft Application Platform A Lifecycle View Sam Guckenheimer Group Product Planner Visual Studio Team System.
1. 2 IT innovations in specialized areas where competitors will have difficulty copying Excellence in design of processes and activities and how they.
Agency Recruitment - Recruitment Software – Recruitment Outsourcing – Recruitment Audit – Online Training – Candidate Coaching – Candidate Assessment 19.
BETTER TOGETHER Region 6 DOL Gathering. 2 Organize Community Resources SIX GUIDING PRINCIPLES Deepen, Sustain Employer Partnerships Make Easier to Acquire.
DACH Observations, Trends and Challenges Karsten Bräuker Managing Partner Let’s Work AG, München 12/11/ Job Board Summit Europe 1.
Treasury: A Strategic Partner June 21, Agenda Introductions Who We Are Evolution of Treasury’s Role as a Strategic Partner Kforce’s Treasury.
Empowering the Modern Enterprise – Simplify IT and Drive innovation Mark Hurd President.
Catawba County Board of Commissioners Retreat June 11, 2007 It is a great time to be an innovator 2007 Technology Strategic Plan *
Global Recruiting Trends From candidate roller decks to CRM From hire and fire to nurture and develop From 9-5 to 24/7 From desktop to virtual.
The Role of the Central District Director Meeting The Human And Fiscal Resource Challenge By Tom Schmitz Candidate For Central District Director.
Credentials That Work: The Potentials of Real Time Labor Market Information Practical Applications for Productivity and Performance Improvement.
© 2012 Robert Half Management Resources. An Equal Opportunity Employer. Benchmarking the Finance Function 2012: How Does Your Company Measure Up?
What is Business? Profit-seeking activities and enterprises provide goods and services necessary to an economic system. Profit is the reward for businesspeople.
Leadership May 29, 2013 Scotland
Top 10 Talent Technologies of Tomorrow – Available Today! Presented by Elaine Orler Talent Function Group, LLC.
The Time Horizons of the R&D Activities of the Business Groups and of Corporate Technology are Different A seamless transition from R&D in Corporate Technology.
United States High Growth Industry Initiatives Gregg Weltz Director of Youth Services U.S. Department of Labor XIV Inter-American Conference of Ministers.
7–17–1 Chapter 7 Recruiting in Labor Markets. 7–27–2 Strategic Approach to Recruiting Benefits of a Strategic Approach Matches recruiting activity with.
The Human Population & Earth’s Carrying Capacity A Real-Life Game of Musical Chairs
Chapter 1 Assuming the Role of the Systems Analyst.
Leadership for the 21 st Century Diversity & Inclusion is Key EEOC First Annual Conference Israel March 3, 2010.
Copyright © 2007 Pearson Education, Inc. Slide 1-1 Evolution of E-commerce.
1 © 2006 Cisco Systems, Inc. All rights reserved. Cisco Public Note to Presenter This presentation is intended to be used in hosting Networking Academy.
South and East Africa Regional Working Group. Charge to Regional Working Groups Each Regional Group identifies: Strengths – Gaps –Opportunities, towards.
THE MORE YOU GIVE, THE MORE YOU’LL GET. Volunteer with PMI.
© 2006 Cisco Systems, Inc. All rights reserved.Cisco ConfidentialPresentation_ID 1 Note to Presenter This presentation is intended to be used in hosting.
RURAL PROSPERITY: A Call To Action Rural Sourcing, Inc. Kathy Brittain White
Chapter 1 Business Driven Technology
©2012 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Chapter 1 Assuming the Role of the Systems Analyst
Business Communication Today
Copyright © 2011Pearson Education CHAPTER 15. Copyright © 2011 Pearson Education Offset sales declines in the domestic market Increase sales and profits.
Making the Case for Networked Business Chapter 4.
About Wired65 $5 million grant awarded by the U.S. Department of Labor’s Workforce Innovations in Regional Economic Development (WIRED) initiative. Includes.
© 2014 IBM Corporation Helping Leaders Lead Rethinking Healthcare in a Changing World Brazil Health IT Forum Paul Dommel IBM Global Health & Social Programs.
> > > > Chapter 1 The Framework of Contemporary Business.
Copyright© 2002 Avaya Inc. All rights reserved Anna Dorcey Director, Avaya DeveloperConnection Program August 4, 2004 Partnering in the VOIP World Anna.
Chapter 6 Starting Your Own Business: The Entrepreneurship Alternative Learning Goals Define the term entrepreneur and distinguish among entrepreneurs,
Creating Effective Organizational Designs
borders, YOU WILL LOSE.” Rob Slee, International Investment Banker and Private Investor “All business MUST BE global business. If you do not look to.
© 2017 SlidePlayer.com Inc. All rights reserved.