Transformation Of Talent Management
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Transformation of Talent Management Abbas - Zeeshan - Imran
Think Recession!
Companies around the globe – working to Get by with less. Short Sizing / Right Sizing Pay cuts No incentives
No more “War for Talent”.
Survey – Global Talent Competition
Hidden Brain Drain – 50 Multinational companies.
Booz Allen Hamilton, Ernst & Young, Time Warner, UBS.
3278, employed college graduates (June 2008) 1046, out of original sample (January 2009)
Baby Boomers 1946 – 1964 Generation X 1965 – 1977 Generation Y 1978 – 1994
Work aspiration of high-echelon talent across age groups and sectors.
Survey – Global Talent Competition
Generation Y and boomers require similar mix of rewards in the workplace. Flexible
work arrangement. Opportunity to give back to society
Reward remix is both challenging and liberating for Talent Managers.
Portrait of Gen Y Five Facets of their inner working
84%: profess to be very Ambitious. 45%: expect to work for their current employer for the entire life. 78%: are comfortable working in intercultural environment. 86%: its important that their work make a positive impact on the world. 48%: Networking is important.
Portrait of Baby Boomers Five Facets of their inner working
42%: Project continuing after age 65. 47%: being middle of their careers 55%: members of external volunteer network 87%: working flexible is important 71%: have elder care responsibilities
Generation Y and boomers – Best Practices for Tomorrow.
All About a Wider Purpose People
like to give back to the world. Fresh Graduates like to work with NGOs before starting full time work. Leading companies respects their employees and give them a free hand to develop themselves. Proving that companies respect educated workers desires for flexibility, personal growth, & connectivity.
Generation Y and boomers – Best Practices for Tomorrow.
Like Boomers, Like Y
Odyssey: More Time out. Both
generations see breaks as time for personal fulfillment.
Shared
Vision and Values
Better
Flexible
care of the planet and society.
and Remote working
Flexible
work hours is important Work/Life balance is important Wish to work remotely
Generation Y and boomers – Best Practices for Tomorrow.
Like Boomers, Like Y Mentoring
and Generation jumping
Boomers
delight in taking Y’s under their wing Y’s look to boomers for advise and guidance “TRUST
“Kippers”
THOSE OVER 50”
& Velcro relationship
Boomers supporting their adult children.
Generation Y and boomers – Best Practices for Tomorrow.
New Workplace Imperatives Companies compete on the caliber of their people. Modularity: Boomers work for key assignment even after retirement. Flexibility: Companies let people work the way they want yet keep the high productivity. Opportunities to give back: Companies support employees causes to support the society.
Generation Y and boomers – Best Practices for Tomorrow.
New Workplace Imperatives
Progressive Policies: Sustainable
Development Open space working for idea generation & fostering collaboration Intergenerational Such
Mentoring:
examples can be found in all leading companies Better information between Y’s and Boomers Boomers are sharing know how and business contacts
Generation Y and boomers – Best Practices for Tomorrow.
Open Season: Gen
X’s take over of high post in coming years will need to tackle Y’s. Gen X’s need to manage Y’s to in future to manage thriving organization.
Conclusion
Two large surveys of college graduates reveal remarkable similarities in workplace preferences between Baby Boomers and Generation Y—the oldest and youngest groups in the emerging workforce. Both Boomers and Gen Ys want to contribute to society through their labor; seek flexible working arrangements; value social connections at work and loyalty to a company; and prize other rewards of employment over monetary compensation. Given the large size of these generational cohorts—relative to Generation X, which lies between them—their workplace demands have significant practical implications for how employers should design work environments to attract and keep talent.
Think Recession!
Companies around the globe – working to Get by with less. Short Sizing / Right Sizing Pay cuts No incentives
No more “War for Talent”.
Survey – Global Talent Competition
Hidden Brain Drain – 50 Multinational companies.
Booz Allen Hamilton, Ernst & Young, Time Warner, UBS.
3278, employed college graduates (June 2008) 1046, out of original sample (January 2009)
Baby Boomers 1946 – 1964 Generation X 1965 – 1977 Generation Y 1978 – 1994
Work aspiration of high-echelon talent across age groups and sectors.
Survey – Global Talent Competition
Generation Y and boomers require similar mix of rewards in the workplace. Flexible
work arrangement. Opportunity to give back to society
Reward remix is both challenging and liberating for Talent Managers.
Portrait of Gen Y Five Facets of their inner working
84%: profess to be very Ambitious. 45%: expect to work for their current employer for the entire life. 78%: are comfortable working in intercultural environment. 86%: its important that their work make a positive impact on the world. 48%: Networking is important.
Portrait of Baby Boomers Five Facets of their inner working
42%: Project continuing after age 65. 47%: being middle of their careers 55%: members of external volunteer network 87%: working flexible is important 71%: have elder care responsibilities
Generation Y and boomers – Best Practices for Tomorrow.
All About a Wider Purpose People
like to give back to the world. Fresh Graduates like to work with NGOs before starting full time work. Leading companies respects their employees and give them a free hand to develop themselves. Proving that companies respect educated workers desires for flexibility, personal growth, & connectivity.
Generation Y and boomers – Best Practices for Tomorrow.
Like Boomers, Like Y
Odyssey: More Time out. Both
generations see breaks as time for personal fulfillment.
Shared
Vision and Values
Better
Flexible
care of the planet and society.
and Remote working
Flexible
work hours is important Work/Life balance is important Wish to work remotely
Generation Y and boomers – Best Practices for Tomorrow.
Like Boomers, Like Y Mentoring
and Generation jumping
Boomers
delight in taking Y’s under their wing Y’s look to boomers for advise and guidance “TRUST
“Kippers”
THOSE OVER 50”
& Velcro relationship
Boomers supporting their adult children.
Generation Y and boomers – Best Practices for Tomorrow.
New Workplace Imperatives Companies compete on the caliber of their people. Modularity: Boomers work for key assignment even after retirement. Flexibility: Companies let people work the way they want yet keep the high productivity. Opportunities to give back: Companies support employees causes to support the society.
Generation Y and boomers – Best Practices for Tomorrow.
New Workplace Imperatives
Progressive Policies: Sustainable
Development Open space working for idea generation & fostering collaboration Intergenerational Such
Mentoring:
examples can be found in all leading companies Better information between Y’s and Boomers Boomers are sharing know how and business contacts
Generation Y and boomers – Best Practices for Tomorrow.
Open Season: Gen
X’s take over of high post in coming years will need to tackle Y’s. Gen X’s need to manage Y’s to in future to manage thriving organization.
Conclusion
Two large surveys of college graduates reveal remarkable similarities in workplace preferences between Baby Boomers and Generation Y—the oldest and youngest groups in the emerging workforce. Both Boomers and Gen Ys want to contribute to society through their labor; seek flexible working arrangements; value social connections at work and loyalty to a company; and prize other rewards of employment over monetary compensation. Given the large size of these generational cohorts—relative to Generation X, which lies between them—their workplace demands have significant practical implications for how employers should design work environments to attract and keep talent.
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