1. Multigenerational Awareness – The Impact Now and in the Future Why generations matter. Roy Mark Total HRM 07736 631834
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70. “ Each generation is a new people.” Alexis de Tocqueville 1805-1859 We have 3 generations working side by side and in the next 3 years will have 4; all responding differently to varying management and communication styles
71. ‘ Idealist’ ‘ Reactive’ ‘ Members’ ‘ Adaptive?’ ‘ Baby-Boomers’ 1943 – 63 Gen. X 1964 – 81 Gen. Y 1982 – 1996 ‘ Millennials’ 1997 – 2222?
82. SOURCE: Bibb, S., Walker, S., James, J. (2008). Do our primary learning methods fit ?
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85. Falling Desire for Jobs with Greater Responsibility Source: Generation & Gender in the Workplace , An Issue Brief by Families and Work Institute 1992 2002
86. Lower Alignment with the Organization Source: The New Employee/Employer Equation , The Concours Group and Age Wave, 2004
87. In 2000, A Fairly “Young” World . . . Source: U.S. Census Bureau Percent of Population Age 60+ in 2000 Under 5% 5% to 12.4% 12.5% to 20% Above 20%
88. . . . Rapidly Aging by 2025 Source: U.S. Census Bureau Percent of Population Age 60+ in 2025 Under 5% 5% to 12.4% 12.5% to 20% Above 20%
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90. Shifting the Old Work/Life Paradigm . . . Education Work Leisure Age Source: Demography is De$tiny , The Concours Group and Age Wave, 2003 0 10 20 30 40 50 60 70 80
91. . . . To a “Cyclic” Life Paradigm Education Work Leisure Source: Demography is De$tiny, The Concours Group and Age Wave, 2003 0 10 20 30 40 50 60 70 Age 80
92. . . . Evolving to a “Blended Lifestyle” Education Work Leisure Source: Demography is De$tiny, The Concours Group and Age Wave, 2003 0 10 20 30 40 50 60 70 Age 80
93. Cutting Back Has New Meaning: Cyclic Work The most popular pattern for working after “retirement” is not part-time, but moving back and forth between periods of working and not working. Source: The New Employee/Employer Equation , The Concours Group and Age Wave, 2004
Hinweis der Redaktion
This is food for thought for both the present and future Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Talent Strategy Workshop CIPD 17 November 2009 www.xancam.co.uk
Value hard work in themselves and others See careers as a vertical climb up the organisation Very much see themselves and other by their job and status Key concerns are financial independence and a secure retirement
Start to see a change from loyalty to organisation to loyalty to profession Lots of social, economical and family structure change to cope with Have had to convert to technology to survive
Prefer flexibility when it comes to where work/home starts and ends Technology naturals – its in their blood Adaptive learners Cope with large volumes of information but in ‘sound-bites’ Can get bored with routine
By the age of 38 is it expected that this generation will have worked in 10 different jobs Require access to credible mentors Demand motivational leadership within a reputable brand
Objective and Outputs; Facilitation;
Objective and Outputs; To consider if current succession planning thinking remains unchanged Facilitation; Are we likely to to sees a change that needs to be reflected in how we succession plan and develop future talent ?
Objective and Outputs; Bring to a conclusion on Facilitation; Review comments and ideas on the flip charts Identify further actions required