Denis Pennel – Ciett Managing Director © - 1

The contribution of the employment & recruitment industry

in a changing world of work

Denis Pennel Ciett Managing Director

Ciett WEC 26th May 2016

Denis Pennel – Ciett Managing Director © - 2

Job and work are increasingly

decoupled

A new golden age of

entrepreneurship is facing us

« Work »

and the « Workplace » are facing a revolution

Talents are in the

cloud

Added-value of labour

intermediation is being

redefined

Denis Pennel – Ciett Managing Director © - 3

The trends shaping a new world of work

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The changing world of work:

What is expected from the industry?

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Why are labour markets becoming more complex?

Greater global

competition

Less trust in

institutions

Reducing product

lifecycles

Business & Human Rights

pressure

Changing job and career concepts

Calls for gender parity

Greater diversity

every-where

Greater speed of reaction

End of unity of work in

time and space

focus on core

business and

delivery

More collaborative

work

Difficulty with

authority

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A multiplication of new forms of work

Agency Work

Fixed-term

Part-time

Sub- contracting

Flexible working

hours

Multi-activity

Self-employed

CRISIS FINANCIARISATION GLOBALISATION

Costs reduction

Sourcing & testing workers

Adapting workforce to economic cycles

Increasing labour market participation

Outsourcing HR management

PER

SIST

ENT

UN

EMP

LOY

MEN

T

ICT

Improving customer relationships

Mass-customisation of goods & services

Increase adaptability & reactivity

NEW SUPPLY MODELS

Individualisation of working conditions

Weakening of Command & Control

MORE AUTONOMY

REQUEST

IND

IVID

UA

LISATIO

N

NEW ECONOMIC MODEL

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This complexity is fully recognised by companies

Source: Deloitte Human Capital Trends 2015

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It is the very nature of work which is changing

Hierarchy/Top down Flat Hierarchy/Bottom up

Presenteism Nomadism

Processes Modular tasks

Repetitive work Highly contextual work

Silo/Function-based work Horinzontal/project based

Organisation-centric Human cloud

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Source: Les Echos

Boeing works with 28,000 suppliers from all around the world

Fragmentation of Production 70% of Boeing 787 fabrication is subcontracted!

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Core business

(OEC)

Free-lances

Interns

Interim Management

Crowdsourcing

FTC, part-time

Strategic alliances

Consultants Sub-contractors

Shared Services Centers

TAW

3rd level

2nd level

1st level

« Cultivating communities of workers will become

one of the key disciplines of 21st-century business »

Thomas Malone in The Age of Hyperspecialisation (Harvard Business Review 2011)

Fragmentation of production The rise of a remote and distributed workforce

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The industry can deploy a full range of services

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Simplexity: the solutions provided by the industry

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The changing world of work:

What is expected from the industry?

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The concept of a career is changing The rise of protean career

0

5

10

15

20

25

30

35

40

45

18 20 22 24 26 28 30 32 34 36 38 40 42 44 46 48 50 52 54 56 58 60 62 64 66 68 70

Wage earner (open ended contract) Self-employed

(free agent, consultant)

Wage earner (temporary contracts)

Age

Weekly working hours

= transitions

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Towards a casualisation of work ?

Nature of employment relationship

Contractuali-sation

Length

Place of the relation

Job for life

Open ended contract

Decades

Intra entreprises

Employability

Diversity of labour

contracts

Years

Inter entreprises

Freelance

Self employed

Months/Days

Projects

On demand expertise

Contract for services

Hours/ Minutes

Real time market places

Based on Thomas Malone – The spectrum of jobs - 2003

Does the employment relationship tend to shorten?

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Are we all to become free-agents?

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The industry is enabling work for a wide range of people

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Flexicurity: the solutions provided by the industry

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The changing world of work:

What is expected from the industry?

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Agility and adaptability are key to tackle key challenges

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of companies experience difficulty recruiting staff

At World level

61%

While unemployment is high, recruitment does not come that easy…

Shortages of skilled staff 87%

Salary uncompetitive 49%

Location undesirable 30%

Main reasons

Source: Kelly Services

Denis Pennel – Ciett Managing Director © - 22 Source: Towers Watson 2012

Downsizing

Employer high demand

Job disenchantment

Excessive reporting

Workplace toxicity

Stress management

Corporate world is facing a disloyal workforce Only one third of workers say that they are highly engaged

Denis Pennel – Ciett Managing Director © - 23 Source: Global Human Capital Trends 2014 by Deloitte

Talent management is on top of global HR concern

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81% of HR professionals think employees would

recommend the organisation to a friend. Only 38% actually would

71% of HR professionals think the organisation has fair benefits while only 48% of employees agree with this statement

83% of HR professionals think their employees plan to stay for the next year. Only 41% of employees agree with this statement

HR Perception Vs. Reality research by Kenexa - 2012

Employee-Employer relationships Mind the Gap!

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Talent development is on top of HR priorities

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Industry’s role to employability is clearly recognised

Denis Pennel – Ciett Managing Director © - 27 Source: SIA – Total Management Management Report 2015

Engagement policy must be extended to non-employees

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Adaptagility: the solutions provided by the industry

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The future of our industry is bright because HR is the most powerful change enabler!

We are labour market

enablers!

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Thank you!

Follow me: Denis Pennel @PennelDenis

New Reality of Work

La nouvelle réalité du travail