Looking Back On The Workforce Of 2012, Looking Forward To The Workforce Of 2022 - Kevin Wheeler

Kevin WheelerATC Contingent ConferenceSydney | September 2015

“Every few hundred years in Western History there occurs a sharp transformation ... Its worldview; its basic values; it social and political structure; its arts; its key institutions. Fifty years later, there is a new world. And the people born then cannot even imagine the world in which their grandparents lived. We are currently living transformation.”

Fearless Forecast for 2012

Presented by Kevin WheelerATC- Sydney May 2011

3 Emerging Biggies!

Optimism MeaningOpenness

Confidence

Passion

Sustainability

Opportunity

GEN Y VALUES GO MAINSTREAM

Entrepreneurism

Work for love, not moneyAttracted to opportunities, not statusLook for challenge, not tenureDemand that work be engaging & fun, not drudgery

Australian Workforce

What Might Things Look Like in 2022?

Geometric ProgressionOf Technology

7 years away

DOMINATION OF WORK AUTOMATION & TALENT SCIENCE

The Augmented Individual

Internet & software are expanding the human mind

The “Engine” of the 21st Century

What’s the Probability YOUR Job will be Automated?

Good Luck or Let’s Rock?“Good luck” is the task-centered economy. You replace me with a machine. You lower the cost and raise the efficiency. In the innovation economy, this is the race against the machine.

“Let’s rock” is the people-centered economy. You buy a machine so that we can do more valuable stuff together. You raise my value and that of the team. By the way, you lower the cost and raise the efficiency, too. This is the race with the machine, not against it.-David Nordfors is the co-chair and co-

founder of the i4j Innovation for Jobs Summit

Gamification – Improves cognitive abilities, assesses & aids networkingSocial Recognition – Informal systems to recognize & reward accomplishments, social networking and influencing skills.Personal Analytics – Help individuals achieve objectives and learn about themselves, often using wearable devices.Talent Science – using advanced analytics to improve human capital decision making.

4 Emerging Tools & Technologies

The Future of Recruiting & HR is Largely Automation

Simulations

Passive Analysis

15 Critical Capabilities

Modified and adpated from: Oscar Berghttp://www.oscarberg.net/2015/04/introducing-digital-collaboration-canvas.html

Blurring of Employee/Work Boundaries

Free Agents &

Employees Work, Leisure,

HomeEnterprise, Partners, Suppliers, Customers

Consultants

Work is becoming project and team focused.Organisations are distributed, changing, and constantly in need of new skills

Teams are formed and re-formed frequently.

RAPID MOVE TO NETWORKED

COLLABORATION & COOPERATION

-Social Interaction-Value in relationship-Informal-Multi-Directional communication

21st Century

Common Communication Methods-Face-to-Face formal-Interview-Mail/Email-Meetings

Common Communication Methods-Face-to-Face informal-Unstructured-Interview-Social Media-On-line communities

Institutions CoreNetworks & Communities Core

-Transactional-Structured-Low relationship-Formal-One-way communication

20th Century

Hierarchies solved communications problems. They are artifacts of a time when information was scarce and hard to share, and when connections with others were difficult to make

Networks facilitate communication by removing control nodes. They easily change shape, size, and connections, without the need for a formal reorganization.

Social networks are core to building trust by encouraging conversations, sharing information, offering opinions.

New Approach by

Zappos

No Job Postings!

Job postings

-Need just enough

-Need just-in-time

-Need temporary experts

-Can’t find scarce talent

Global, Virtual Workforce Emerges

GUIDING PRINCIPLE: Skills not geography are king. Wide

sharing of data, ideas

Opening Virtual Borders

Rise of Collaborati

ve Work

Movement to flexible work arrangements.Shift to virtual tools and processes.

(social networks, e-marketing, apps, etc.)Global reach/sourcing/brand.Focus on using the talent you need wherever it is.Scarce talent means need for highly sophisticated sourcing (supply chain) capabilities.

Consequences

Full Time/Part TimeJob ShareAnnualised HoursFixed TermContracts for Services (SOW)

Flexible Contracts

Anytime/FlextimeCompressed HoursVariable start/finish times

Flexible Time

Flexible Work Location

Tele-working/Mobile Tele-workingHome-working (permanent, occasional, ad-hoc)Hot-Desking

Typical Worker 2022

• Self-learning dominates.• Measures of success include peer

respect, goal achievement (performance), network capital and flexibility.

• Recruiting them is about finding them the right projects/people to work with.

• Matching for potential more than experience or education.

• They are largely self-learners and relay on coaches and mentors

Embrace Yourselves for the Worker of 2022 and Beyond

• Majority of workforce will be Gen Ys and gen Zs.

• Many have never had a “normal” job or have had one briefly.

• May work part-time, some-time, anywhere.• Cycle between projects & longer term

contracts. • Find work via skills marketplaces, peer

networks, collaboration, social media.• Expect to be guided by process and goals,

not a manager. 32

THANKSYOUR THOUGHTS & QUESTIONS

Follow me on Twitter: @kwheelerFollow ATC: @ATCEvent

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