The Human Age - WMC · MEOS - National vs. Wisconsin Increase Staff Levels Decrease Staff Levels Maintain Staff Levels Don’t Know Net Employment Outlook Q1 2016 (current) 21% 6%

ManpowerGroup

The Human Age Helping Wisconsin Win the War for Talent

Kip Wright, Senior Vice President

Manpower North America

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About the Presenter

2 Wednesday, December 9, 2015

Kip Wright, Senior Vice President Manpower, North America

• Oversees ManpowerGroup’s staffing business in

United States and Canada.

• Named to Staffing Industry Analysts “Staffing 100”

list of the most influential leaders in the industry.

• Previously served as Senior Vice President of

ManpowerGroup Solutions, whose MSP was

named the top performer in its category and the

MSP with the largest global market share by

Everest Group.

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Leadership – My True “Passion”

3

The difference between a Boss

and a Leader:

- A Boss Says “Go”;

- A Leader says “Let’s Go”

Wednesday, December 9, 2015

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ManpowerGroup -

A Unique Perspective on Talent

Connect over 500,000 people to meaningful work every day

Nearly 4,000 offices across 82 countries around the world Over 10.5 million people trained

Over 400,000 clients ranging from small/medium sized

businesses to Global Fortune 100 companies

Largest global vendor-neutral MSP provider

The global leader in Recruitment Process Outsourcing

The world’s largest IT professional resourcing firm

The world’s largest outplacement firm

Over 80% of revenues generated outside the U.S.

Interviewed 20 million people in 2014

Over 50,000 employees

Connected the potential of 4 million people to the ambition of business from the CEO level to the factory worker.

Wednesday, December 9, 2015 4

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Talent - The New Global Currency

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“Talentism” is the new “Capitalism”

“Talentism,” a phrase coined by ManpowerGroup in

2011, has resonated with talent leaders worldwide

“The old model was

Capitalism, the new

model is Talentism.”

Klaus Schwab, World Economic

Forum Founder and Executive

Chairman, noting that the new

model will center on human talent!


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In the Era of the Human Age: Talent is the

Differentiator

Eras defined by the raw

materials people bent to

their will:

• Stone Age

• Bronze Age

• Iron age

Eras defined by the

domains that people

conquered with ever-

increasing technology:

• Industrial Age

• Space Age

• Information age

Era defined by the

ingenuity of individuals

and of the community:

• Human Age


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Forces of Change in the World of Work

RISE OF CUSTOMER SOPHISTICATION

Rising Customer Sophistication

requires businesses to deliver

greater value and efficiency.

DEMOGRAPHICS

The Talent Mismatch is

deepening as the working age

population declines and the

nature of work changes.

INDIVIDUAL CHOICE

Individual Choice will be

exercised by those with in-

demand skills. The Rise of

Voice means business must take

note of external social forces.

TECHNOLOGICAL REVOLUTIONS

Accelerated technology is

changing where, when and how

we work. The rate of change is

unprecedented.

World of

Work Trends


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Shifting Demographics

• By 2050, Europe will have almost

twice as many people over the age of

65, as under 15

• By 2020, the US economy’s demand

for labor will outstrip supply by almost

18 million people

• By 2050 China’s over 65s will likely

constitute a population larger than the

entire population of the United States

• In North and West Africa, more than

one-quarter of the population is under

age 15

and unemployment rates for young

people exceed 30%

World Population


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The Generational Challenge

Each generation has different motivations and expectations for work.

Gen X Pragmatic 1961-1979

Gen Y Immediacy 1980-2000

Gen Z Digital natives 2001-Present

Boomer Idealistic

1946-1960


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Shifts to the Human Age

Today and Beyond

• The Human Age

• Talentism

• Companies chasing workers

• Employees dictate terms

• Workers living anywhere

• Unemployment – specific demand

• Technology the liberator

• Open borders

• 10 to 14 jobs by age 38

• Agility matters

• Flexible frameworks

Yesterday

• Industrial / information ages

• Capitalism

• Workers chasing companies

• Companies dictate terms

• Workers living near work

• Unemployment – over-supply

• Technology the enslaver

• Closed borders

• Job for life

• Size matters

• Command and control


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Talent as a Strategy


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Talent Shortage The Underlying Trends

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U.S. Employers struggle to fill jobs

Survey revealed 1 in 3 U.S. employers report they are

experiencing difficulty filling jobs*

* Results are based on ManpowerGroup’s 2015 Talent Shortage Survey Wednesday, December 9, 2015 14

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Level of difficulty filling jobs compared to 2014


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Top 10 jobs U.S. employers are having

difficulty filling in 2015


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Reasons U.S. employers are having difficulty

filling jobs


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Strategies U.S. employers are using to overcome

talent shortages


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Top ways U.S. employers are adopting

non-traditional people practices


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Manpower Employment Outlook Survey (MEOS)

Q4 Survey (Outlook for Q1 2016)


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MEOS - National vs. Wisconsin

Increase Staff

Levels

Decrease

Staff Levels

Maintain Staff

Levels

Don’t Know Net

Employment

Outlook

Q1 2016

(current)

21% 6% 71% 2% 18%

Q4 2015

(prev qtr)

24% 4% 70% 2% 16%

Q1 2015

(1 year ago)

19% 7% 72% 2% 15%

Increase Staff

Levels

Decrease

Staff Levels

Maintain Staff

Levels

Don’t Know Net

Employment

Outlook

Q1 2016

(current)

24% 8% 66% 2% 16%

Q4 2015

(prev qtr)

22% 7% 70% 1% 15%

Q1 2015

(1 year ago)

24% 6% 68% 2% 18%


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Future WI Project Implications of Talent Trends on FWP

Imperatives

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The Future Wisconsin Project:

A Focused Approach to Driving Change

Talent Acquisition, Retention, & Development

Business Competitiveness

Global Engagement

Government Effectiveness

Entrepreneurial Spirit

Life Quality


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Talent Acquisition

What influences candidates


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Talent Retention & Development

• Have active programs for logging and passing on key knowledge. This can engage existing talent and help bolster the knowledge of current but more junior employees.

Knowledge Transfer

• Onboarding isn’t just the first day or week. Having a multi-month program to get new hires up to speed can help retain good talent and get them up the performance “S-curve” faster.

Onboarding Programs

• Sudden departures can cause a scramble to bring in identical talent. Identifying successors and their knowledge/skill gaps can strengthen the skill and engagement of existing talent.

Succession Management

• Having a fully fleshed out retention program is important for your entire workforce, but particularly those individuals you don’t want to lose. Understanding and being proactive about key motivators is essential.

Retention Programs

• Flexibility, in terms of hours, location and duties can be attractive to both senior and junior employees. Understanding and adapting to your talents needs will make you a more desirable employer.

Flexible Work Models

• Providing and enabling talent to progress skills through both education and experience will contribute to a team feeling valued and provide the employer with relevant skills.

Training and Development


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Working Together - Wisconsin Job Honor Award

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• Wisconsin employers lack candidates to fill open

positions

• Thousands of Wisconsinites have barriers to

employment

• (criminal convictions, disability, limited English

proficiency, etc.)

We must do more to bridge this gap.

The Challenge


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It’s Been Done Before:

Iowa Job Honor Awards


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The Structure

• Nonprofit initiative

• Founded by Manpower employee (Kyle Horn)

• Lead Sponsor: ManpowerGroup

• Host: WMC

• Expanding nationally

(America’s Job Honor Awards)


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Two Categories of Honorees

• Individuals who have

overcome significant

barriers to employment

• The employers who hire

them

Nominations were received

from every corner of

Wisconsin, via website


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First Annual Awards Event

• February 23, 2016

– (eve of WMC’s Business Day in Madison)

• Monona Terrace Convention Center

• Honoree videos are highlight of ceremony


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Working together, we can make a difference


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ManpowerGroupTM is the world leader in innovative workforce solutions. We leverage our global

reach and local expertise of tens of thousands of people across more than 80 countries, making it

possible for businesses to access the talent they need when they need it.

ManpowerGroupTM Solutions provides clients with human resources outsourcing services

primarily in the areas of large-scale recruiting and outcome-based workforce-intensive

initiatives, thereby sharing in the risk and reward with our clients.

ExperisTM is the global leader in professional resourcing and project-based workforce solutions.

With operations in more than 50 countries, we deliver 53 million hours of professional talent

specializing in IT, Finance and Engineering to accelerate clients’ businesses each year.

Right Management® is the global leader in talent and career management workforce solutions.

Through our innovative and proprietary process, we leverage our expertise to successfully

increase productivity and optimize business performance.

Manpower® is the global leader in contingent and permanent recruitment workforce solutions.

We provide the personal flexibility and agility businesses need with a continuum of

staffing solutions.


Documents

The Human Age - WMC · MEOS - National vs. Wisconsin Increase Staff Levels Decrease Staff Levels Maintain Staff Levels Don’t Know Net Employment Outlook Q1 2016 (current) 21% 6%