Saturday, April 8, 2023
Are you ready for the Human Age?Luc Engels, Director ManpowerGroup Solutions
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“THE QUESTION THAT FACES THE STRATEGIC DECISION MAKER IS NOT WHAT HIS
ORGANIZATION SHOULD DO TOMORROW. IT IS, WHAT DO WE HAVE TO DO TODAY TO
BE READY FOR AN UNCERTAIN TOMORROW?”
Peter Drucker
A Time of Risk and Uncertainty
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Human AgeTalent Mismatch
Uncertainty
Changing Mindsets
Social Shifts
Human PotentialMature vs. Emerging Market Growth
Interconnected
Global Connectivity
Power of the Individual
Shorter Skills Life Cycle
Do More With Less
Disruption
Bifurcation
Volatility
Talentism
One Size fits One
Power of the Community
Chaotic
Compressed Economic CyclesTechnological Changes
Major Agent of Growth
Rise in the Middle Class
Value Compression
Political Shifts
Individual ChoiceBubblization of Society
The World We Live In…
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We are in The Human Age…In this new age it will be the power of
human potential that drives
companies and communities forward.
Winning in the Human Age requires a
new way of thinking about and
approaching your workforce or your
career.
The only certainty is uncertainty
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World of Work Trends
People are connecting in
new ways
People have the power of knowledge
People with the right skills
are hard to find
People have the power of
choice
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Demographics and the talent mismatch are increasing the pressure to find the right skills in the right place at the right time as working age populations decline, economies rebound, emerging markets rise, and the nature of work shifts.
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The Talent Mismatch
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Individual Choice is eliminating the one size
fits all approach and elevating the need for
one size fits one.
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One Size Does Not Fit All
Traditionalist
Born 1928-1945
Boomer
Born 1946-1964
Generation X
Born 1965-1979
Generation Y
Born 1980-1995
Pragmatic ImmediacyIdealistic
Each generation approaches work differently, shaped by the economic, social and political forces of their time.
Hierarchical
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Customers have more access to information, experts and lower cost channels which increases visibility and subsequent pressure on companies to deliver value. Employers have become more sophisticated in assessing their workforce and are looking for specific skills that enable their companies to do more with less to meet ever-rising consumer needs.
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In a global inter-connected world your customers know more and expect more.
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Rapidly changing technology and greater global arbitrage increases individuals’ and organizations’ choice of where, when and how work is performed, and with whom.
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Technology has long transformed the way we work
Talent can be virtually accessed anywhereCompetition is everywhere
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This is
HUMANAGE
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20 Epic Shifts of the Human Age
YESTERDAY TOMORROWIndustrial/Information Ages The Human Age
Capitalism Talentism
Access to capital the differentiator Access to talent the differentiator
Driven by owners and companies Driven by skilled individuals
Workers chasing companies Companies chasing workers
Companies dictate terms Employees dictate terms
Workers living near (or from) place of work Workers living (or from) anywhere
Talent glut Talent shortage
Unemployment from over-supply Unemployment from specific demand
Technology the enslaver Technology the liberator
Closed borders Open borders
Migration rare Migration commonplace
Job for life Multiple jobs by age 38
Corporate opacity; secretiveness Corporate transparency; openness, human approach
OECD countries growing and dominant Non-OECD countries growing and dominant BRIC-MIST, esp. China, India, Africa
Work for an organization Work with an organization
Be lean and mean Look out, not in
Size matters Agility matters
Hire power Hire passion
Command and control Flexible frameworks
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Employers have to anticipate the return of the economy growth, redesigning the future of their organisations
ManpowerGroup’s role is to help to accelerate is to help them by providing short term and long term solutions
Boost Agility
Work Models
People Practices
Talent Sourcing
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Agility & flexibility – keypriorities for 2004
• Barriers to change :o Speed of decision makingo Employee commitmento Leadership focuso Technological
capabilitieso Workforce capabilities
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Explore New Talent Sources Transforming the Talent Ecosystem
PermanentEmployees
CrowdOutsourcedTalent Pools
ContractTalent Pools
ConsultantTalent Pools
RetiredTalent
?
Communities
ContingentTalent Pools
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Full-TimeEmployees
Key Questions to manage the new FM ecosystem
• What is the “right” mix of workers for us?
• What positions are best filled by contractors? By full-time employees?
• How do I decide whether to hire full-time, contract, or outsource?
• What is the right sourcing model for these resources?
• And how do I put a process in place to keep this balance optimized?
Project/OutsourcedResources
ContractResources
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Do you have a Facility Management Strategy aligned to your Business Strategy?
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Key trends Facility Management for 2014
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