A view of the workforce of the future. Based on a presentation given to the Defence Industry in 2007.

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

2. Introduction

5. Baby Boomers Seniors Generation X Generation Y – 2012 workforce

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

7. 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

9. 30 Million active users Founder is 23 years old… Valued at $1 Billion

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

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

13. 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

14. 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

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

17. Technology Everywhere… We’re all connected…

20. Meet Your New Team Member “… Me, Ltd”

21. Yes No Don’t Know

26. “ 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”

27. They are Connected and Create Content…

29. 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

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

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

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

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

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

39. RN Naval Engineer Officers

40. US - Defense Contract Management Agency

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

42. 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?

43. 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

44. 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

45. 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

46. 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?

47. 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

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

50. 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

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

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

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