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The Future of Work
 

The Future of Work

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In today’s knowledge-based, global economy, leveraging internal and external talent has never been more important. Read on to see the future of the open talent economy.

In today’s knowledge-based, global economy, leveraging internal and external talent has never been more important. Read on to see the future of the open talent economy.

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The Future of Work Presentation Transcript

  • 1. The#futureOF work
  • 2. What does the future of work look like?
  • 3. It's not jetpacks.
  • 4. It's not holograms.
  • 5. It's not teleportation.
  • 6. It's people.
  • 7. In the past, companies were only powerful if they had:
  • 8. Land.
  • 9. Capital.
  • 10. Raw materials.
  • 11. But not anymore.
  • 12. Now, our world is increasingly digital.
  • 13. Companies don't necessarily deal in things...
  • 14. ...they deal in knowledge.
  • 15. And the Internet has made it possible for anyone to become knowledgable. SENT
  • 16. So to be successful, your company needs to have the smartest people.
  • 17. But those people could be anywhere.
  • 18. That would have been a problem in the old days.
  • 19. Work used to look like this...
  • 20. Now, it looks like this...
  • 21. This is the open talent economy.
  • 22. The company of the future is an ever-changing mix of full-time and part-time employees
  • 23. The company of the future is an ever-changing mix of full-time and part-time employees, contractors
  • 24. The company of the future is an ever-changing mix of full-time and part-time employees, contractors, retired alumni
  • 25. The company of the future is an ever-changing mix of full-time and part-time employees, contractors, retired alumni and even people with no formal connection to you.
  • 26. Employees move from role to role, within and outside of your company, and across the world.
  • 27. Basically, people don't stay in one place for 20 years anymore. YEARS OF SERVICE 20
  • 28. (And that's a good thing.)
  • 29. When employees explore new roles, they make connections.
  • 30. Then they bring those connections back to you.
  • 31. In the open talent economy, the quality and scope of an employee’s network is a key differentiator.
  • 32. Connections help them solve problems, transition into new roles, and implement effective plans.
  • 33. So in the future, smart companies will encourage employee networking.
  • 34. A social employee profile not only boosts the employee's reputation... PROFILE
  • 35. PROFILE CONNECTIONS (548) ...it helps them make connections.
  • 36. By 2020, Millennials—the first group of people to use digital networks since birth—will be 50% of the workforce. 50%
  • 37. By 2030, they'll be 75%. 75%
  • 38. The future of work is coming soon. comingsoon
  • 39. (No jetpacks required.)
  • 40. Ready for more? Download “Why Reputation and Networks Matter in the Open Talent Economy” from Bersin by Deloitte. DOWNLOAD Research Bulletin | 2013 Knowledge and strategic relationships fuel many organizations in today’s rapidly changing, global economy. As such, organizations need to leverage the individuals—and their networks—that possess the most relevant knowledge, whether they are current employees or are only loosely connected to the organization. To do this, organizations should create and leverage peer collaboration networks that enable them to identify and connect with individuals who have the unique skills, knowledge, and capabilities these organizations need. Research indicates that this approach works in driving value organizations that have effectively used internal reputation networks and profile databases have been able to increase key metrics such as employees’ time to productivity and innovation levels. This research bulletin answers the following questions: • Whyare employees’ reputations and networks especially important today? • Howcan online tools that publicize employees’ accomplishments and recognition from peers help employees build and manage their careers? • Whatis the role of these online tools in assisting managers with September 30, 2013 BERSIN BY DELOITTE 180 GRAND AVENUE SUITE 320 OAKLAND, CA 94612 Why Reputations and Networks Matter in the Open Talent Economy About the Author Stacia Sherman Garr Lead Analyst Bersin by Deloitte Deloitte Consulting LLP
  • 41. Achievers inspires Employee Success.™ Our software helps global companies dramatically increase employee engagement, retention, and performance to drive overall business success. www.achievers.com
  • 42. Sources: 1. Slide 33 and 34: Meister, J (2012). “Three reasons you need to adopt a millennial mindset regardless of your age.” Forbes.com online column. Accessed 8/23 2013. 2. “Why Reputations and Networks Matter in the Open Talent Economy.” Bersin by Deloitte. 2013.