1. Leveraging People: The Key Resource for 21 st Century Success Presented by Kevin Wheeler INACAP - Chile April 2008

2. The Great Shifts FARMING MANUFACTURING MARKETS

3. The 21 st Century People Challenges Are there enough skilled workers? Where will they come from? What is the new “work?” Creating an adaptable, skilled workforce.

4. Talent Market - 1900-2020 +

5. Current & Emerging Trends

6. Evolution to Personalization

8. 1900 2000 Face-to-face Sum of All Recruiting Types 1980s Standard procedures Standard but with some customization (i.e. Financial different from High tech) Personalized 1910 1990s

9. Emerging Social Norms Personalization Internet = customization Have input to outcomes Feel somewhat in control

10. New Learning Styles

15. 2000 Apprentice “Learn by doing” Sum of All Education types 1970s Mass Formal Education “One type fits all” Mass Education “You have a few choices” Mass Customization “Have it your way” Education Evolution 20201900s1930s Learn by Doing “20% Formal/80% Informal”

16. What We Know Learning “how to” is easy. Learning to think and innovate is new territory. Gen Y learns in 20 min chunks, informally, through collaboration and networking. Need loose structures, compass points end goals. We call that...

18. Gen Y – The Next Dominant Generation Diverse, Confident, Optimistic Group and project focused High ethical, environmental standards Desire/seek coaches and mentors Like to stay in communication Focus is on fun, authenticity, and honesty Technically VERY savvy

19. Gen Y e-Learning Lessons Invisibility of Technology From TV to Internet to Mobile Phones Technology IS learning Expectation for Innovation/progress Fast paced change Short assignment/projects (i.e. variety) Flexibility a virtue Assemble diverse pieces to make your own unique solution (Scion) Have it your way (McDonalds)

20. Toyota Scion

21. Rise of Online Learning Traditional Education Online universities Almost 3.5 million students were taking at least one online course during the fall 2006 term; a nearly 10 percent increase over the number reported the previous year. The 9.7 percent growth rate for online enrollments far exceeds the 1.5 percent growth of the overall higher education student population. Nearly twenty percent of all U.S. higher education students were taking at least one online course in the fall of 2006. 21

22. Back to the Beginning

23. Learning in Communities The Top 2 Social Networks

25. 25

26. Construct Your Own Learning Space and Share It 26

27. Emerging Social Norms Emergence of collaborative communities & social networks Group shared learning Discussion and evidence sharing Flexibility a virtue Assemble diverse pieces to make your own unique solution (Scion) Have it your way (McDonalds)

28. New Work Styles

29. Ubiquitous Connectedness Connected everywhere all the time. Traditional technologies – job boards, applicant tracking systems, web sites are passive. e-Connectedness Tools Instant Messaging Text Messaging Web Conferencing Wikis Blogs Forums Email Internet Telephony (VOIP)

30. The Changing Workplace

31. “The Slash” Worker People with two or more careers increasing rapidly. Minister/lawyer, Doctor/photographer, Accountant/carpenter “...between 10 and 30 percent of the economically active population had experienced at least one career change in a 5-year period”

32. Quintessential Gen Y Age 27 I work as an internet researcher for a recruiting company based in Cleveland. I have an online retail business that I pursue on my own time as well. I have a radio show, Research Goddess, on www.recruiterlife.com. I cover recruiting and research topics on this show. I am also an adjunct instructor for SPIU and teach classes on database use and sourcing techniques. I also have a blog, www.amybethhale.com. Check it out!

33. Style A – Evolutionary Model Flexibility in when and where you work. Physical workspace still important. Lots of technology – Internet, mobile phones, collaboration over the Internet,. Telecommuting common and expected. Worker still dependent on organization for security, benefits, career.

34. Style B - The Free Agency Model Work where you want, when you want. Some workers may be contractors or part time. Physical contact important, but it doesn’t matter where. Most workers still dependent on organization for security, benefits, career.

35. Style C – A Whole New Look Most workers freed from organization for career and security. Most work is “sold” or contracted. Workers are connected to communities of practice. Physical contact may or may not be a consideration. Networks and markets dominate.

36. Where Are Organization’s Headed? Centralized hierarchies Loose hierarchies DemocraciesMarkets EXAMPLES: MilitaryLaw firm Consultancy Shareholder Meeting Politics Some companies: W.L Gore Internet: e-Bay, MySpace, Local markets

37. New Worker Skills 37 Multicultural competence Global awareness Team & project-focused work Collaboration (virtual) Personal responsibility Adaptability Self-direction High technical/digital competence One culture Local/national awareness Self-focused work Work on personal projects Organization is responsible Rigid – one-way is right Needs direction 19002000

38. Thanks for Listening! Kevin Wheeler Global Learning Resources, Inc. kwheeler@glresources.com www.glresources.com