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Talent Management - Informing the Future
Keith StopforthLeadership Facilitator and Business Coach
10Eighty
www.10Eighty.co.uk
Looking back – the past 5 yearsTrends and Realities in the UK MarketTalent Management in a VUCA WorldLooking forward - Talent Management in 2020Q&A
Focus for Our Session
Looking Back – The Past 5 Years
Lots of boxes- 9/12/15/32- Which One?Debate over TransparencyFor the few or the many?HR Driven or Business Owned?How many companies dedicated to this role via people or reliant on a system?Technology shift - away from people and mixed compliance to data gatheringSuccess - real or imagined or just not told?
Trends and Realities in the UK Market
Gen Ys as Managers want a career/life fitvalue technology to enable working smartuse tech to communicatemore informal
Baby Boomers and Gen X Managers: seen as unwilling or simply unable to adapt
to the new expectations of GenYoften managing a long term health issue at
work or those of a dependent relative
By 2022 700,000 fewer people
aged 16-49 in the UK
By 2023 the UK will need
200,000 more people per year to fill gap left by
retirees
There is a now an unprecedented generational gap characterised by a digital divideThe Baby Boomers face retiring later or not at allAdvances in Healthcare mean Baby Boomers are able to work longer but also means they have to focus more on the needs of others - such as elderly parentsBenefits such as pensions, healthcare and seniority are slowly being eroded as Companies seek to manage costs
The Digital World means that the time between work and home is becoming increasingly blurredGen Y and now Z are seen as lacking in basic numeracy and literacy, often insular and not very emotionally intelligent whilst lacking the work ethic of Baby Boomers and Gen XImmigration is changing the face of work, workers and workplaces
Generational and Digital Divide - Truth or Reality? – We can debate
or do something about it..
Talent Management in a VUCA world…
Over 55s - Mentoring Young People as part of their role - examples in Gas and Other UtilitiesMid Life Career Reviews for the over 55sSodexo - UK and Ireland - “ Generations Network” – bringing people together to share experiences and ideas as well as break down intergenerational differencesOffering over 50s flexible working, sabbaticals and short learning courses (but not just online!! - 70/20/10 is failing a large population of learners)Moving from Career Discussions to Life Goals for Young People
Reverse Mentoring - Gen Y working with Gen X and Baby BoomersTargeting potential employees at schools and colleges - CBI now calling for the scrapping of GCSEsBarclays/National Express- Apprenticeships for over 50sVirgin - 12 months paid paternity leaveInvesting in Leaders - the model needs to be revisited in the VUCA world
Looking forwardTalent Management in 2020
Leaders will need to be much better equipped to manage TalentHR will be an enabler not the doerCompanies will have to re-evaluate their view of older workers and restructure work to fitThe Digital Divide needs to be addressed and harnessedSMEs will have to get real about Talent Management
The line between education and employers will become blurredTechnical Recruitment will become even more challenging and new ways of working will have to be created“Growth Conversations” for GenY - focused on skills and knowledge developmentLeaders will need to be able to work with multi cultural, multi-generational, diverse and technically savvy teams
Any Questions?
Thank You!
Contact Details – Keith Stopforth
Mobile: 07809 511592Email: [email protected]: www.10eighty.co.ukTwitter: @10Eightycareers
LinkedIn: uk.linkedin.com/in/keithstopforth/Twitter: @kstoppy1
Workplace Flexibility in a Changing World
Emma Swan
Employment Partner
Taylors Solicitors
What Is Workplace Flexibility?
• Employee and an employer making changes to • when, where and how a person will work to• better meet individual and business needs
Mutually beneficial to both
To result in superior outcomes
Types Of Flexible Working
• Formal flexibility policies
• Informal flexibility
The Need For Flexibility
• Why do we need workplace flexibility?
• Can flexible work options provide demonstrable benefits to businesses that offer them to their employees?
• And do employees with access to flexible arrangements succeed in creating a better balance between work and other aspects of their lives?
Why Employers Need Workplace Flexibility
•Organisations with higher levels of employee satisfaction are able to recruit and retain valuable and engaged employees •Who are less stressed and more committed and productive •Which in turn leads to more satisfied customers, higher profits, and a better return for shareholders.
Employers Need: Enhanced Recruitment
Employers Need: Improved Performance & Productivity
Employers Need: Increase Retention And Reduce Turnover
There are several ways that flexible work arrangements can help reduce turnover
•Workers who have more access to flexible work arrangements report greater job satisfaction and are more likely to be committed to their employers and therefore stay at their current company.
•Flexible work arrangements can also decrease turnover by encouraging individuals to remain working at a firm even after a major life event such as the birth of a child.
•Reductions in unwanted turnover may result in important benefits to employers, such as less loss of knowledge workers to competitors, and lower recruitment and training costs.
Employers Need: Positive Impact On Employee Commitment & Engagement
Commitment is higher and burnout is lower for employees who have access to flexibility compared with those who do not have it.
An engaged employee is concerned with producing quality work and believes that she or he has a stake in the organisation.
Employer Need: Better Customer Coverage & Customer Satisfaction
Employer Need: Increased Job Satisfaction
Employer Need: Increased Cost Savings & Profits
• Human capital is the most valuable resource that a company has.
• Flexible work strategies that increase employee satisfaction and engagement and promote work-life balance will yield costs savings by increasing retention and avoiding unnecessary turnover.
Employers Need: High Return On Investment
Employer Need: Reductions In Absenteeism & Presenteeism
Are your employees “present”
but not really “there”?
Why Employees Need Workplace Flexibility
•Employees report that they are more productive and more engaged in their work when there are able to balance the demands of work with other aspects of their lives.
•Improvements in physical and mental health are also associated with workplace flexibility.
Employee Need: Reducing Stress
• Flexible work arrangements may reduce stress because employees working flexibly are more satisfied with their jobs, more satisfied with their lives, and experience better work-family balance.
• Overall, employees who have a high work-life fit fare much better than employees who have moderate or low levels of work-life fit.
• They are more highly engaged and less likely to look for a new job in the next year, and they enjoy better overall health, better mental health, and lower levels of stress.
Employee Need: Reducing Negative Spillover
• Spillover is a process by which attitudes and behaviour carry over from one role to another.
• Spillover between work and family life can be regarded as negative (i.e. work-family conflict) or positive (work-family enhancement).
Employee Need: Improve Work-Family Balance
Work-family balance has two dimensions:
•work interference with family and
•family interference with work.
Employee Need: Improve Work-Life Balance
Work-life balance has three dimensions:
•work interference with personal life,
•personal life interference with work, and
•work/personal life enhancement.
Employee Need: Better Physical & Mental Well-Being
Why Society Needs Workplace Flexibility
Global workforce
Society Need: Retaining The Talents Of Older Workers
• To maintain high levels of skills and productivity in the workforce, employers will have to find ways to recruit and retain older and more experienced workers.
• At the national level, the rising numbers of retirees relative to workers will result in a decrease in economic growth and productivity, higher taxes, and a decrease in living standards-unless people can be persuaded to work longer.
Society Need Promoting Family-Friendly Policies
• With men and women both performing work, often one or both of them need the ability to attend to family responsibilities such as taking children and parents to doctors' appointments.
• Workplace flexibility is needed to address increased participation of parents and women in the workplace, the greater share of household duties by both parents, and the increased need for provider elder care.
Society Need: Promoting Continuing Education & Improvement Of Work Skills
• The job skills required in the modern workforce require employees to obtain post-secondary education and additional job-related training.
• Employers who provide flexible scheduling or workplace arrangements to employees as they seek to work and earn a degree or credential may find that they can address their own skill shortages as they improve the qualifications of their employees.
Enhancing Tax Revenues That Support Social Security And Social Programs
• Adopting flexible practices encourages labour force participation among those workers that would otherwise find it too "costly" to work, such as parents or older workers who have caregiving responsibilities.
• Flexible work policies also promote investment in improving workplace skills, increasing employability.
• Taxpayers and society as a whole benefit.
Society Need: Benefits To The Environment
Sound business practice
Some indirect effects, such as:
•Reduce the use of energy in transportation, by allowing the employee to work in a location closer to home or at home.
•Allow for more efficient use of existing office space and reduce the need for new construction.
•Allow employees to commute at off-peak times, resulting in less fuel consumption.
Society Need: Enhancing Global Competitiveness
• Workplace flexibility is an essential or mandatory practice that enables organisations to compete in a global economy.
• As companies become multinational in their scope of services, suppliers, and products, the ability to interact with customers and clients all around the world requires a workforce that can operate flexibly in terms of hours and locations.
Barriers To Workplace Flexibility
•Employee’s barriers
•Employer’s barriers
Encouraging Trends For The Future Of Workplace Flexibility
UK legislation to support businesses and individuals to work flexibly in a changing world:-
•Shared Parental leave
•Flexible working
•Maternity leave and pay
•Adoption leave and pay
•Paternity leave and pay
•Parental leave
•Time off for dependants
Get in touch
Emma SwanEmployment Partner
Taylors Solicitorst: 01254 297930m: 07817 392717
e: [email protected] via LinkedIn
