Leveraging People: The Key Resource for 21 st Century Success Presented by Kevin Wheeler INACAP -...

Leveraging People: The Leveraging People: The Key Resource for 21Key Resource for 21stst Century SuccessCentury Success

Presented by Kevin WheelerPresented by Kevin Wheeler

INACAP - ChileINACAP - Chile

April 2008April 2008

The Great ShiftsThe Great ShiftsFARMING

MANUFACTURING

MARKETS

The 21The 21stst Century People Century People ChallengesChallenges

Are there enough skilled workers? Where will they come from? What is the new “work?” Creating an adaptable, skilled

workforce.

Talent Market - 1900-Talent Market - 1900-20202020++

C. 1900-1979Skilled Talent

Supply

Skilled Talent Demand

- Buyer’s market- Rigorous selection- Belief in full-time employment- Focus on deep, functional skill development- Pensions to retain deep skills

C. 1980-Today

Skilled Talent Supply

Skilled Talent Demand

- Transitional talent market- Experimentation with selection processes- Experimentation with employment methods- Start of transition to broad- based skill development- Dismantling of pensions to allow churn

C. 2005-2020

Skilled Talent Supply

Skilled Talent Demand

- Seller’s market- On-the-job selection- Acceptance of many forms of employment- 80/20 mix of broad-skilled vs. deeply skilled- Common use of employment agreements

Current & Emerging TrendsCurrent & Emerging Trends

Evolution to Evolution to PersonalizationPersonalization

Evolution to Evolution to PersonalizationPersonalization

1900 2000

Face-to-faceFace-to-face

Su

m o

f A

llR

ecr

uit

ing T

ypes

1980s

Standard proceduresStandard procedures

Standard but with some customizationStandard but with some customization(i.e. Financial different from High tech)(i.e. Financial different from High tech)

Personalized

1910 1990s

Emerging Social NormsEmerging Social Norms Personalization

Internet = customization Have input to outcomes Feel somewhat in control

New Learning StylesNew Learning Styles

2000

ApprenticeApprentice““Learn by doing”Learn by doing”

Sum of AllEducationtypes

1970s

Mass Formal EducationMass Formal Education““One type fits all”One type fits all”

Mass EducationMass Education““You have a few choices”You have a few choices”

Mass Customization“Have it your way”

Education EvolutionEducation Evolution

20201900s 1930s

Learn by Doing“20% Formal/80% Informal”

What We Know What We Know

Learning “how to” is easy. Learning to think and innovate is new

territory. Gen Y learns in 20 min chunks, informally,

through collaboration and networking. Need loose structures, compass points

end goals. We call that. . .

Gen Y – The Next Gen Y – The Next Dominant GenerationDominant Generation

Diverse, Confident, Optimistic Group and project focused High ethical, environmental

standards Desire/seek coaches and mentors Like to stay in communication Focus is on fun, authenticity, and

honesty Technically VERY savvy

Gen Y e-Learning LessonsGen Y e-Learning Lessons Invisibility of Technology

From TV to Internet to Mobile Phones Technology IS learning

Expectation for Innovation/progress Fast paced change Short assignment/projects (i.e. variety)

Flexibility a virtue Assemble diverse pieces to make your own

unique solution (Scion) Have it your way (McDonalds)

Toyota ScionToyota Scion

Rise of Online LearningRise of Online Learning

Traditional Education Online universities

Almost 3.5 million students were taking at least one online course during the fall 2006 term; a nearly 10 percent increase over the number reported the previous year.

The 9.7 percent growth rate for online enrollments far exceeds the 1.5 percent growth of the overall higher education student population.

Nearly twenty percent of all U.S. higher education students were taking at least one online course in the fall of 2006.

21

Back to the BeginningBack to the Beginning

Learning in CommunitiesLearning in Communities

The Top 2 Social Networks

25

Construct Your Own Construct Your Own Learning Space and Share Learning Space and Share ItIt

26

Emerging Social NormsEmerging Social Norms Emergence of collaborative

communities & social networks Group shared learning Discussion and evidence sharing

Flexibility a virtue Assemble diverse pieces to make your

own unique solution (Scion) Have it your way (McDonalds)

New Work StylesNew Work Styles

Ubiquitous ConnectednessUbiquitous Connectedness Connected

everywhere all the time.

Traditional technologies – job boards, applicant tracking systems, web sites are passive.

e-Connectedness Tools

Instant Messaging

Text Messaging

Web Conferencing

Wikis

Blogs

Forums

Email

Internet Telephony (VOIP)

The Changing WorkplaceThe Changing Workplace

““The Slash” WorkerThe Slash” Worker

People with two or more careers increasing rapidly. Minister/lawyer, Doctor/photographer,

Accountant/carpenter “. . .between 10 and 30 percent of the

economically active population had experienced at least one career change in a 5-year period”

Quintessential Gen YQuintessential Gen YAge 27Age 27

I work as an internet researcher for a recruiting company based in Cleveland.

I have an online retail business that I pursue on my own time as well.

I have a radio show, Research Goddess, on www.recruiterlife.com. I cover recruiting and research topics on this show.

I am also an adjunct instructor for SPIU and teach classes on database use and sourcing techniques.

I also have a blog, www.amybethhale.com. Check it out!

Style A – Evolutionary Style A – Evolutionary ModelModel

Flexibility in when and where you work. Physical workspace still important. Lots of technology – Internet, mobile

phones, collaboration over the Internet,.

Telecommuting common and expected. Worker still dependent on organization

for security, benefits, career.

Style B - The Free Agency Style B - The Free Agency ModelModel

Work where you want, when you want. Some workers may be contractors or

part time. Physical contact important, but it

doesn’t matter where. Most workers still dependent on

organization for security, benefits, career.

Style C – A Whole New Style C – A Whole New LookLook

Most workers freed from organization for career and security.

Most work is “sold” or contracted. Workers are connected to

communities of practice. Physical contact may or may not be a

consideration. Networks and markets dominate.

New Worker SkillsNew Worker Skills

37

• Multicultural competence• Global awareness• Team & project-focused work• Collaboration (virtual)• Personal responsibility• Adaptability• Self-direction• High technical/digital competence

• One culture• Local/national awareness• Self-focused work• Work on personal projects• Organization is responsible• Rigid – one-way is right• Needs direction

1900 2000

Thanks for Listening!Thanks for Listening!Kevin WheelerGlobal Learning Resources, Inc.kwheeler@glresources.comwww.glresources.com