Riding the Waves of Change: Preparing for Our Evolving Workforce

presents

Riding
the
Waves
of

Change
with
Our

Future
Workforce

January
18,
2013

Delivered
by

Joyce
L
Gioia,
MBA,
CMC,
CSP

The
Herman
Group

Agenda

•  Economic & demographic trends
•  Skills in demand (soft & hard)
•  Near term (worst & best jobs)
•  Long term (occupation growth in the US)
•  Workforce trends & what to do
–  Changing Worker Attitudes
–  Leadership
–  Lean/Innovation
–  Competency
•  Education (5 years/10 years from now)
•  The Aging Workforce
and
out

V ideos rough
–  Nevertirees Plus
ses
th
–  What Older Workers Want Exerci rning!

o
–  Knowledge Transfer
the
m
•  Building your workforce capacity
•  Gamification in recruiting and onboarding.
©
The
Herman
Group,
2013

Economic
Trends

•  Some signs of recovery
•  Unemployment is decreasing slowly
•  Increasing skills shortages
(more about this later)
•  Stock Market ≠
Economy . . .
•  Home-shoring.

©
The
Herman
Group,
2013

.

Changing
Demographics

of
the
Workforce

The
Workforce
Age
Wave

2010

(C)

6E+06

(B)
Peak
Age
of
50

Fewer

Baby
Boomers
Workers

20
(D)

Age
30-‐45

Number
of
People
Available
to
Work

15

5E+06

55

60
45
40
25

(relaSve
comparison)

Fewer

5E+06

Workers
30

Over
Age
60
35

4E+06

(E)
65

4E+06

70

75

3E+06

5%
14% 24% 49% 70%

Percent
1935

3E+06

1

1940

2

3

1945
1950
4

1955
5

1960

6

1970
1975
1980
1985
1990
1995

1965
7
8
9

10 11 12 13

Employed
(A)

Year
People
Were
Born

Age
of
Workforce
(Proﬁle
of
Baby
Boomers)

©
The
Herman
Group,
2013

Graph from Impending Crisis
Herman, Olivo, and Gioia (Oakhill Press) Source:
BLS
Research

The
Workforce
Age
Wave

2015

Fewer

6E+06

Peak
Age
of
(C)

(B)

55
Workers

25
(D)

Baby
Boomers Age
35-‐50

Number
of
People
Available
to

20

Work
(relaSve
comparison)

5E+06

60

Fewer
65
50
45
30

5E+06

Workers
Over
Age
60
35

40

4E+06

70

4E+06

(E)

75

3E+06

80

70%

3%
5%
14%
24%
49%

Percent

3E+06

1940

1955
1960
1965
1970
1975
1980

1935 1945

Age
of
Workforce

1950
1985 1990 1995

1 2 3 4 5 6 7 8 9 10 11 12 13

Employed

(A)

Percent
Year
People
Were
Born
Percent

Employed
orkforce
(Proﬁle
aby
Boomers)

Age
of
W (Proﬁle
of
B of
Baby
Boomers)
Employed

©
The
Herman
Group,
2013

Graph from Impending Crisis
Herman, Olivo, and Gioia (Oakhil Press) Source:
BLS
Research

Why
We
Need
to
Recruit
and
Retain
our
Workforce

Elderly and Upper Middle-age Population
Population U.S., 1970 - 2050
(millions)
140
Age 55-64 Age 65-84 Age 85+
120

2015 = 47 Million People Over Age 65
100
2030 = 71 Million People Over Age 65
80
2015
60

40

20

0
1970 1980 1990 2000 2010 2020 2030 2040 2050
Elderly
as
%
of

Total
Popula<on
9.8% 11.3% 12.6% 12.8% 13.3% 16.4% 20.1% 20.7% 20.4%
Source:
U.S.
Census
Bureau,
Data
for
2010
–
2050
projec<ons
based
on
Census
Bureau’s

“Middle
Series”
Scenario
for
fer<lity,
mortality,
and
immigra<on.

©
The
Herman
Group,
2013

Demographics
Trends

•  15.1% fewer people
in Gen X
•  The Millennials are
challenging employers
as no other generation
•  Older workers will want
to keep working.

©
The
Herman
Group,
2013.

Skills
Shortages
Abound

In
a
recent
DeVry
University
television

commercial,
the
narrator
states:

Nearly
half
of
US
employers
have
jobs
open

which
they
can
not
ﬁll.

©
The
Herman
Group,
2013

New
Study:
2012
Aﬂac
WorkForces

•  49% “at least somewhat likely to look for a job this year”
•  50% say employee benefits are "very or extremely
influential on decision to leave”
•  "Workers who are extremely or very satisfied with their
benefits program are 9X more likely to stay with their
employer than workers who are dissatisfied with their
benefits program.”

•  76% of employees said they'd be “at least somewhat likely
to accept a job with a more robust benefits package but
lower compensation.”

©
The
Herman
Group,
2013.
11

Pockets
of
Crisis

•  Geography

•  Occupation

•  Industry.

©
The
Herman
Group,
2013.
12

Responses
to
Skilled
Labor
Shortages

SOURCE:
Manpower,
Inc.,
“ConfronPng
the
Talent
Crunch”.

©
The
Herman
Group,
2013

Exercise #1

Mind
map
the
implicaPons
of
these

demographic
changes
and
skills
shortages
on

your
community
and
your
ability
to
ﬁnd
and

train
the
people
you
will
need
in
the
future.

So_
Skills
in
Demand

•  Ability
to
embrace
change

•  Learning
agility

•  Adaptability/ability
to

handle
diverse
responsibiliPes

•  Curiosity=>creaPvity
&
innovaPon

•  Capacity
to
work
in
a
team

•  Commitment
to
conPnuous
learning
(including

self-‐directed).

©
The
Herman
Group,
2013

SOURCE:
Adapted
from
“Transforming
the
Workplace:
CriPcal
Skills
and
Learning

Methods
for
the
Successful
21st
Century
Worker”
by
Sam
Herring,
2012.

Hard
Skills
in
Demand

•  STEM
(Science,

Technology,
Engineering,

Math)

•  Computer
skills

•  CommunicaPons
skills

(wriPng/speaking)

•  AccounPng

•  Trades
(electrical,
plumbing,
carpentry,
welding)

•  AutomoPve
and
RV
maintenance
and
repair.

©
The
Herman
Group,
2013

Best
Jobs
2012

1.  So^ware
Engineer
($88,142)

2.  Actuary
($88,202)

3.  Human
Resources
Manager

($99,102)

4.  Dental
Hygienist
($68,109)

5.  Financial
Planner
($104,161)

6.  Audiologist
($67,137)

7.  OccupaPonal
Therapist
($72,110)

8.  Online
AdverPsing
Manager
($87,255)

9.  Computer
Systems
Analyst
($78,148)

10. MathemaPcian
($99,191)

SOURCE:
Forbes
Magazine,
December
2012.

©
The
Herman
Group,
2013

Worst
Jobs
2012

1.  Lumberjack
($32,114)

2.  Dairy
Farmer
($33,119)

3.  Military
Personnel
($36,261)

4.  Oil
Rig
Worker
($32,132)

5.  Newspaper
Reporter
($35,275)

6.  Server
($18,088)

7.  Meter
Reader
($35,171)

8.  Dishwasher
($18,044)

9.  Butcher
($29,156)

10. Broadcaster
($27,324)

SOURCE:
Forbes
Magazine,
December
2012.

©
The
Herman
Group,
2013

OccupaSonal
Employment
ProjecSons
to
2020

OccupaSon

%
Growth

1.  Registered
Nurses

26.0

2.  Retail
Salespersons

16.6

3.  Home
Health
Aids

69.4

4.  Personal
Care
Aids

70.5

5.  Oﬃce
Clerks,
General

16.6

6.  Food
Prep/Serving

14.8

7.  Customer
Service
Reps

15.5

8.  Heavy/Tractor-‐Trailer

20.6

Truck
Drivers

9.  Laborers/Freight/

15.4

Stock/Material
Movers

10. 
Post-‐secondary
teachers
17.4

©
The
Herman
Group,
2013

Ranked
by
1000s
of
people
needed

SOURCE:
DOL.gov,
hkp://www.bls.gov/emp/ep_table_104.htm,
2012.

Fastest-‐Growing
OccupaSons
to
2020

OccupaSon

%
Growth

1.  Personal
Care
Aids

70.5

2.  Home
Health
Aids

69.4

3.  Medical
Secretaries

41.3

4.  Medical
Assistants

30.9

5.  Registered
Nurses

26.0

6.

Physicians
and
Surgeons
24.4

7.  RecepPonists/Info
Clerks
23.7

8.  LPNs
and
LVNs

22.4

9.  ConstrucPon
Laborers

21.3

10. Landscaping/Ground

20.9

Truck
Workers

SOURCE:
DOL.gov,
hkp://www.bls.gov/emp/ep_table_104.htm,
2012.

Exercise #2

What
do
these
job
and
career

data
mean
for
you,
your

company,
and
your
clients?

©
The
Herman
Group,
2013

Changing
Worker
Actudes

•  Warm
Chair
AdriSon

•  Corporate
Cocooning

•  Life/Work
Balance

Important

•  Stay
Marketable

•  Corporate
Loyalty
is
Dead!

© The Herman Group, 2013.

Dearth
of
Leadership

• Leadership
by
Anointment

• Lack
of
Training
for

Supervisors,
Managers,

Execs

• “The
Peter
Principle”
Lives

• Many
Young
People
Don’t
Want

to
Lead.

©
The
Herman
Group,
2013.

Desire
to
Get
Lean

•  Several
paths

–  Lean
Thinking
(Womack)

–  Great
Game
of
Business
(Stack)

–  I-‐Power
(Gerson)

•  VIP:
the
culture
must
be
ready

•  Be
sure
to
include

Gainsharing!

©
The
Herman
Group,
2013

The
Competency
Deﬁcit

•  Public schools are not
preparing students for
work
•  Myth: All students
should go to 4-yr.
college
•  College costs are rising
faster than COL
•  Vocational schools and
community colleges
have a large part to play.

Post-‐High
School

EducaSon
Pipeline

For every 100 students entering ninth grade . . .

67 Complete High School within 4 Years
38 Enroll in College
1
26 Return to College the Fall after Freshman Year
18 Complete a Bachelor’s Degree within 6 Years
or an Associate's Degree within 3 Years

0 10 20 30 40 50 60 70 80

Source: Ewell, Jones, and Kelly, Conceptualizing and Researching the Education Pipeline, National Center for
Higher Education Management Systems.
©
The
Herman
Group,
2013

What
works
to
keep

young
adults
in
school?

©
The
Herman
Group,
2013

Herman
Group
Study
for

US
Department
of
EducaSon
(OVAE)

Findings were startling. . .
–  Team spirit
–  Mentorship (“Adopt a-Unit” and RDCs)
–  Teach instructors (mandatory 2-3 weeks)
–  Unqualified support.


IBM
Intro
to
Second
Life

EducaSon
2018

•  Virtual
worlds
engage
students

early

•  School-‐employer
partnerships

•  Mentors
play
a
substanSal
role

in
growth

•  Blended
learning
is
the
norm

•  Schools
capitalize
on
social

networking
to
support
learning

•  Alternative teaching styles are
valued.


2
Pi,
the
Rapping
Teacher

Leadership
CONNECTIONS

A Discovery and Life Options Training Program Providing
Leadership Training for Young Women
• Leadership basics and character
education
• Philanthropic leadership and civic
responsibility
• 3-Tier mentoring support
• Summer College Experience Retreat
• Intergenerational networking.

Khan
Academy


Khan
Academy

Using
Technology
to
Reinvent
EducaSon
•  Late 2004, hedge fund analyst Salman
Khan began tutoring his cousin
•  When others asked for his help,
he decided to post the videos
on YouTube; a funny thing
happened. . .
•  They liked the recordings better
than him in person.


Khan
Academy

Using
Technology
to
Reinvent
EducaSon
•  Demystifying complicated subjects, now
2300 courses, 10 minutes each, delivered
over 50 million lessons, daily affects
hundreds of thousands of kids
•  Currently being tested in 5th and
7th grade math classes in Los Altos, CA
•  Something remarkable
happens. . .


Khan
Academy

Using
Technology
to
Reinvent
EducaSon
•  Applies the metrics of business to education
•  Flips homework and school work
•  Translating into 10 languages
•  A street kid in Mumbai could learn calculus
•  Sponsored by Google and the Gates
Foundation―ALL FREE!
•  Opportunity to affect
millions!

Youth
Career
Café

•  Located in the mall
•  One-stop for young people
ages 14-21

•  School system staffed

•  Career exploration

•  Classes―soft/hard skills

•  Resume advice

•  Mock interviews.


EducaSon
2023

•  Much
student
learning
takes
place
in

virtual
worlds
(3D)

•  Many
free
sites
like
Coursera
and

Khan
oﬀer
opportuniSes
to
learn

from
the
masters,
supported
by

sponsors

•  Employers
pay
100%
of
college
for

promising
young
people

•  Everyone
has
a
mentor
by

age
12

•  Bricks

mortar
has
taken
a
backseat

to
online
learning

•  Colleges have discovered the
formula for engaging students and
lose few of them.

Exercise #3

Imagine
what
school
will
be
like
for
your

grandchildren
or
great
grandchildren
in
2030?

Describe
.
.
.

• The
school
building
(real
or
virtual)

• The
teachers
(human
or
virtual)

• What
students
will
be
learning

• How
students
will
submit
assignments

• Any
other
details
you
want
to
add.

You
have
10
minutes.
Have
fun!

The
Aging
Workforce

•  Government, energy,
insurance, and healthcare
face high %s retiring
•  Understand that 70 is the
new 50
•  63% of workers in their 50s
view phased retirement as
important
•  Compared to 50% in their
60s and
•  Only 36% in their 70s.


The
Aging
Workforce

Neverrees
(worldwide)

•  Wealthy population segment
that never wants to stop
working
•  Why? B/c they define their
worth by their work
•  Opportunity to capitalize on
this group
•  Build facilities near assisted
living housing
•  Much more concerned with
leaving a legacy.


What
Older
Workers
Want

•  Phased retirement
•  Job sharing or PT or temp or project work
•  Flexible work schedules
•  Time off, when they want/need it
•  Opportunity to make
a difference
•  Must feel like they are
contributing to the
greater good.


Knowledge
Transfer

•  Start the conversation early
•  Make a list of what you need to know
•  Ask for suggestions
•  Use technology (audio/video)
•  Honor your long-tenured
workers
•  Make them feel good
about sharing.


Building
your
Workforce
Capacity

•  Start early; elementary school is not too soon
•  Stay with them at every level (adopt-a-class,
assemblies, etc.)
•  Talk with vocational and college professors to insure
that they are preparing young people for your jobs
(curricula)
•  Engage teachers over the summer
•  Develop relationships with
the department chairs so
that you get 1st pick
•  Offer mentoring and
mock interviews.


GamiﬁcaSon

•  The application of game elements, game
processes, and game design to non-game
system and processes
•  Elementary games like
scavenger hunts and passports
to be stamped by executives,
used in onboarding
•  Harrah’s has used poker
to recruit (MBA
Poker
Championships)

•  Games
make
tradiPonal
processes
more
fun—
important
for
Millennials.


IBM
Onboards
in
Second
Life

YES++++++++

Q

A


To reach me,
call 336-210-3548
or e-mail me at
joyce@hermangroup.com
or Skype me at
JoyceGioia.

20% of onsite book sales will benefit
your local workforce foundation.

Getting
Started


Y
E
S
+
+
+
+
+

Carpe
Futurum!
Seize the Future!

Riding the Waves of Change: Preparing for Our Evolving Workforce

Empfohlen

Empfohlen

Weitere ähnliche Inhalte

Empfohlen

Empfohlen (20)

Riding the Waves of Change: Preparing for Our Evolving Workforce