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© 2015, Future of Talent Institute1
2012
2022
Kevin WheelerATC Contingent ConferenceSydney | September 2015
© 2015, Future of Talent Institute
“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.”
© 2015, Future of Talent Institute
Fearless Forecast for 2012
Presented by Kevin WheelerATC- Sydney May 2011
© 2015, Future of Talent Institute
3 Emerging Biggies!
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© 2015, Future of Talent Institute
© 2015, Future of Talent Institute
Optimism MeaningOpenness
Confidence
Passion
Sustainability
Opportunity
GEN Y VALUES GO MAINSTREAM
Entrepreneurism
Fun
© 2015, Future of Talent Institute
Work for love, not moneyAttracted to opportunities, not statusLook for challenge, not tenureDemand that work be engaging & fun, not drudgery
© 2015, Future of Talent Institute
8
Australian Workforce
© 2015, Future of Talent Institute
9
Australian Workforce
© 2015, Future of Talent Institute10
What Might Things Look Like in 2022?
Geometric ProgressionOf Technology
7 years away
© 2015, Future of Talent Institute
DOMINATION OF WORK AUTOMATION & TALENT SCIENCE
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© 2015, Future of Talent Institute12
© 2015, Future of Talent Institute
The Augmented Individual
Internet & software are expanding the human mind
The “Engine” of the 21st Century
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© 2015, Future of Talent Institute
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What’s the Probability YOUR Job will be Automated?
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© 2015, Future of Talent Institute
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
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© 2015, Future of Talent Institute16
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
© 2015, Future of Talent Institute17
The Future of Recruiting & HR is Largely Automation
Games
Simulations
Passive Analysis
© 2015, Future of Talent Institute
15 Critical Capabilities
Modified and adpated from: Oscar Berghttp://www.oscarberg.net/2015/04/introducing-digital-collaboration-canvas.html
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© 2015, Future of Talent Institute
Blurring of Employee/Work Boundaries
Free Agents &
Employees Work, Leisure,
HomeEnterprise, Partners, Suppliers, Customers
Consultants
© 2015, Future of Talent Institute
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.
© 2015, Future of Talent Institute 21
RAPID MOVE TO NETWORKED
COLLABORATION & COOPERATION
© 2015, Future of Talent Institute
-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
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-Transactional-Structured-Low relationship-Formal-One-way communication
20th Century
© 2015, Future of Talent Institute
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.
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© 2015, Future of Talent Institute
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Social networks are core to building trust by encouraging conversations, sharing information, offering opinions.
© 2015, Future of Talent Institute
New Approach by
Zappos
No Job Postings!
NO
Job postings
25
© 2015, Future of Talent Institute
-Need just enough
-Need just-in-time
-Need temporary experts
-Can’t find scarce talent
WHY?
Global, Virtual Workforce Emerges
GUIDING PRINCIPLE: Skills not geography are king. Wide
sharing of data, ideas
Opening Virtual Borders
Rise of Collaborati
ve Work
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© 2015, Future of Talent Institute
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
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© 2015, Future of Talent Institute
Full Time/Part TimeJob ShareAnnualised HoursFixed TermContracts for Services (SOW)
Flexible Contracts
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© 2015, Future of Talent Institute
Anytime/FlextimeCompressed HoursVariable start/finish times
Flexible Time
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© 2015, Future of Talent Institute
Flexible Work Location
Tele-working/Mobile Tele-workingHome-working (permanent, occasional, ad-hoc)Hot-Desking
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© 2015, Future of Talent Institute
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
31
© 2015, Future of Talent Institute
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
© 2015, Future of Talent Institute33
THANKSYOUR THOUGHTS & QUESTIONS
Follow me on Twitter: @kwheelerFollow ATC: @ATCEvent