Cyrus D

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The Future ICT ProfessionalMaking the Future
Work

• Cyrus DCruz
• Executive General Manager, Australia
• Hudson ITT
• February 2007

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ICT Talent The Critical Factor
The ability to make good decisions regarding
people represents one of the last reliable
sources of competitive advantage, since very few
organizations are very good at it.
..Peter Drucker

• "Take our twenty best people away and I can tell
  you that Microsoft would become an unimportant
  company.. . Bill Gates

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Insight the major demographic forces re-shaping
our world
Action how we create opportunities and
competitive advantage for our businesses and
ourselves.lets not be victims!
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Workplace Transformers

• The ageing of our population
• The increasing role of women (Diversity in
  general)
• The growing skills shortage
• Generational change
• Large scale changes in the structure of employment

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1. The Ageing of Our Population
65 in 2002 12.6
65 in 2050 27
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2. The Increasing Role of Women

• Womens participation has climbed to the highest
  rate everexcept in ITT!

• Australian University Graduates1996 - 82000
  women and a mere 63000 men graduated

• in vast contrast, less than 25 of enrolled ITT
  students are female.and declining!

• Senior Executive Positions

• 2004census showed that 10.2 of executives from
  our listed companies are women and strengthening
  against 15.7
• in the USA

• In vast contrast, less than 20 of the ITT
  workforce
• is female and as per the enrolment
  statistics.declining

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3. The Growing Skills Shortage
No doubt that the ICT talent pool will not grow
at the same pace locally and globally.it may
even decline especially in NSW and VIC
The War for Talent, especially in ICT will only
become more and more fierce
No doubting that demand for labour, especially in
ICT will continue to rise
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4. Generational Change

• Generation Yflooding the market.
• Savvy products of the information age
• Multi-taskers, thriving on variety and change
• Will be an absolute handful for any hierarchical
  or authoritarian business
• Demanding exceptional leadership
• Majority of Baby Boomers will have moved out of
  the workforce

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5. Large-Scale Changes in the Structure of
Employment
Declining proportion of permanent employmentis
this a myth?
Declining average tenure in most organisations
Technologysupporting the drive for work-life
balance
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Making These Forces Work for Us
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• Making Our AgeingPopulation Work for Us

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• Making Our AgeingPopulation Work for Us

• Flexible work arrangements for mature staff
• Promote exchanges between the mature and the
  young
• Life-long education and training

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• Making the Increasing Role of Women Work for Us

18 - 69 more profitable
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• Making the Increasing Role of Women Work for Us

• Coaching, teamwork, empowering employees
• Sharing responsibility, consulting rather
  than dictating
• Motivating others, fostering communication,
  listening

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• Making the Increasing Role of Women Work for Us

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3. Making the Growing Skills Shortage Work for Us
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4. Making GenerationalChange Work for Us
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5. Making Changes in Structures Work for Us
life
work
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5. Making Changes in Structures Work for Us
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5. Making Changes in Structures Work for Us

• Fostering life/work balance
• Focus on effectiveness, not length of hours
• Adopt a give and take philosophy
• Employees need to see their work as
  meaningful

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The Wise Workplace of the Future
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The Wise Workplace of the Future
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The Wise Workplace of the Future
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The Wise Workplace of the Future
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The Wise Workplace of the Future
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Thank you for your interest, attention and
open-mindedness!

• Cyrus DCruz
• Executive General Manager, Australia
• Hudson ITT
• February 2007