The Future Workforce

Developing the 2012 Generation of Human Capital Maria Koromila and Marc Humphries 11th SEPTEMBER, LONDON Defence Systems and Equipment International Exhibition 2007

Meet Your Speakers… Marc Humphries Atos Consulting Baby Boomer Maria Koromila Atos Consulting Generation X

… Please Meet Your New Team Member Has spent around: 5,000 hours reading 10,000 hours online and gaming On an average day will consume: 2,500 calories 3 litres of drinks 30 GB of digital information In 2012… Will be arriving with a Batchelor’s or Master’s degree to a Business Unit like yours

Baby Boomers Seniors Generation X Generation Y – 2012 workforce

The 500 largest companies will lose 50% of their senior managers in the next 5 years 2006 Bersin Associates Research

The average time with an employer in the US and UK is 3 years. For 18-24 year olds it is 18 months 2006 Bersin Associates Research

30 Million active users Founder is 23 years old… Valued at $1 Billion

Fast Forward to 2012 “… it’s like having a 3 Billion strong R&D team!”

Once Upon a Time the World Was Spiky..… Opportunities were not equal Information was not easily transferable Emerging economies were not significant

In the Mid 1990’s – things started to flatten… Opening of emerging economies Shift in Global Demographics Technology Everywhere

Emerging Economies… Gross Domestic Product measured in US$ equalised for purchasing power parity Since 1960 the world’s wealth began to spread creating vast new markets and economies 2015 1960

Shifting Demographics… New burgeoning middle class in developing economies As populations age in the developed countries – new generations explode in the emerging economies Populated World Physical World

Shifting Demographics… We’re fishing for talent in an ever smaller pond

Skills Shortages in ICT… 42% decline in UK University 1 st Degree admissions 2001 - 2006 72% increase in ICT job vacancies 62,000 jobs trying to be filled by 10,000 graduates 50% of post graduate students are foreign – who return home. We are training and educating our competitors

Technology Everywhere… We’re all connected…

In Other Words – Organisations Must… Start thinking about the “China Price” New market of 200 Million middle class consumers – but at up to 1/10 th the transaction size Look to reduce cost structures by up to 50% Innovate More Quickly Increase the frequency of introducing new products Allow their customers to co-create Globalise their Talent Base Demographics are shifting Home talent pool is shrinking Foreign talent pool can stay at home

Defence Industry Challenges in 2012 Global industry trends (The China Price) will impact defence contractors and their supply chains Demographics in the developed world Talent at home will be shrinking – but will be expanding globally Effectiveness of traditional organisational structures The 2012 generation will have particular characteristics When is your “Human Capital Millennium Point”?

Meet Your New Team Member “… Me, Ltd”

In Terms of Their Upbringing They… Generation Y or Millennials Are the most pampered and nurtured generation ever Are used to having their needs satisfied Have been programmed with activities since pre-school Have been laced with self esteem and the right to challenge authority

They are True Digital Natives… Technology savvy The internet and mobile technology have always existed They thrive on hypertext and random access They work best when networked and in collaboration with peers They can multi-task with ease They thrive on instant gratification and reward Games provide serious learning as well as being fun

In Their Career They… Will have lofty financial and personal goals. Will expect to earn very high salaries before they are 30 Will not consider their employer as their career Will be entrepreneurial – work for you by day but be a CEO of their own company at the weekend May decide to join your organisation because they want to and you can satisfy their needs

In the Work Place They… Have high expectations of themselves and even higher expectations of you Seek opportunities to continue learning and developing Want immediate responsibility and immediate feedback Are goal orientated Are high performers but also high maintenance Will want to use or replicate their own technology in your organisation May only be with you for a couple of years – max!

“ You Want Me To Work This Weekend?” “ No problem boss” “ Okay – but I think we need to discuss this” “ This sucks and I’m going to tell all my friends on Facebook about it”

They are Connected and Create Content…

The 2012 Career Will be Characterised By… Employment “contract” less valid Careers are less organisational Career changes are more frequent Career paths are much less linear Self-directed career strategy Self-directed careers begin with a clear sense of identity (who you are, what matters most)

The Protean Career Psychological success and purposeful work Position in hierarchy and Salary Success Factors Satisfaction and Personal Commitment Organisational Commitment Key Attitudes High Lower Degree of Mobility Freedom and Growth Promotion Core Values Individual Organisation Who’s in charge? Protean Career Traditional Career Issue

How Will Your Organisation Manage? “… visit our office in Second Life”

Here’s What We Think Learning and Development Talent Management Recruitment Policy and Procedures Reward and Recognition

Recruitment “ As boomers retire, employers find themselves fishing for talent in a puddle instead of a pool” Seattle Post Intelligencer

Recruitment – you must be AVAILABLE Are you in the right place to reach your target recruitment market? Where does your target market “hang out”? ATTRACTIVE What are you doing to make people want to join you? Do you understand what people want? APPROACHABLE How do you reach out to potential recruits? How do you create and sustain relationships?

Recruitment – Available Look at new channels to reach your potential recruits HP, Microsoft and Verizon recently took part in a recruitment fair on Second Life

Recruitment – Attractive 50% of UK graduate recruits leave their organisation within two years Really think about the needs of your new generation workforce – and then meet them Learning and Development is the new currency – not just a salary! Work hard to build a “Brand” Small things will be big things

Recruitment – Approachable Get people hooked into your organisation before they start looking for a job Use formats they will engage with – interactive games – mobile alerts – Web 2.0 Create Blogs where your existing staff can document their working experiences GCHQ use an online game format to engage potential recruits and give a taste for their activities

Talent Management “ One day companies will wake up and ask “Where have all the people gone!”” Andy Peck

Corporate Demographics in Developed World 25-34 55-64 35-44 45-54 Numbers

US - Defense Contract Management Agency

Traditional Talent Management… Recruit Deploy Develop Retain Traditional focus when resources are scarce

Traditional Talent Management Recruit Deploy Develop Retain £40K Salary £60 K acquisition cost… £5 K to keep her… + = £65 K How much do we invest in these?

Building Talent… Align Engagement Capability Performance Deploy Develop Collaborate Training Coaching Mentoring Peer Learning Action Learning Passionate People Agile workforce Lateral career paths Career partnering Flexible Social Network Analysis Instant Messenger Critical connections User created content Stretch assignments Virtual connection

Remember our New Team Member? Align Engagement Capability Performance Deploy Develop Collaborate Training Coaching Mentoring Peer Learning Action Learning Passionate People Agile workforce Lateral career paths Career partnering Flexible Social Network Analysis Instant Messenger Critical connections User created content Stretch assignments Virtual connection Want immediate responsibility… Seek opportunities to continue learning and developing Have high expectations of themselves and even higher expectations of you Work best when networked and in collaboration with peers Looking to satisfy their needs Will be entrepreneurial … seek immediate feedback Technology savvy

Corporate Demographics in Developed World 25-34 55-64 35-44 45-54 Numbers Critical Skills Analysis Knowledge Capture Flexible Employment Succession Planning Leadership Development Branding Recruitment Training

Six Questions To Ask Of Your Organisation Which segments of our workforce create the most value for us? Which areas of our organisation will be most impacted by impending waves of retirement? What skills do we need over the next five years that we don’t currently possess? What are the ‘pressure points’ in the talent market? How are we developing, deploying and engaging key talent? Are we actively developing complete talent portfolios & are we clear about the financial implications of our decisions?

Learning and Development “ We must embrace new technology. Why ban mobile phones and iPods instead of using them... We need to get to a stage where IT is as integrated into learning as pens are.” School Teacher from Kent

How Our Children Will be Educated in 2012 Microsoft “Building Schools for The Future” 2006

Schools are Teaching 21 st Century Skills Information and media literacy skills Communication skills Thinking and problem solving skills Critical thinking and systems thinking Problem identification, formulation and solution Creativity and intellectual curiosity Interpersonal and collaborative skills Self-direction Accountability and adaptability Social responsibility

21 st Century Delivery Blogs Wikis White boards IM VOIP Video Conf Email Forums Podcast Vodcast Work space Surveys Workflow Home PDA Phone School PC Library Street Cafe Parents Teachers Community World of Work

And Then They Start Work… Scheduled Courses One size fits all We have e-Learning X We’ll ban a few things…

Think about… Learning in Teams Put learning everywhere Collaborate on content Connect! Serious games Immersive simulations Context

Beyond Training… Place people in jobs that stretch them from day 1 Provide experienced mentors, coaches and guides Use action learning to solve real immediate business issues Assign tasks and roles that give a wide range of challenges and experiences Be creative and look to provide experience outside of your organisation

Defence Career Partnering (DCP) DCP is an initiative to be piloted in early 2008 and sponsored by VCDS Allows MoD staff to spend time with industry partners – and vice versa Aligned competencies and career planning 6-12 month secondment Early examples include Signals staff and senior DE&S procurement post being placed with BT

Likely Challenges… Recruitment – will you have to look overseas? Technology and communication – does your firewall help or hinder? Security Organisational Culture Career paths – will your three year graduate programme still work? Reward and Recognition – is it future proof?

The Future Workforce

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The Future Workforce