The Future of Human Resources OBHR E100

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The Future of Human ResourcesOBHR E-100
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A Growing Shortage of Workers in the
U.S.Source Tamara J. Erickson The Consours
Institute
Expected Labor Force and Labor Force Demand
Millions of People
Source Employment Policy Foundation analysis
and projections of Census/BLS and BEA data.
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The future
Describe your perfect work situation !!!!! What
does the work look like? What does the company
value? Where are you doing the work? What does
it look like? What benefits and perks do you
value? How do you like to be managed? What
motivates you? How do you like receive positive
feedback? How long do you imagine being with a
company?
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Growth in the Working-Age Population Source
Tamara J. Erickson The Consours Institute
Mexico Brazil India China South
Australia Canada US Netherlands Spain
France UK Russia Italy
Japan Germany Korea
Source Deloitte Research/UN Population Division
(http//esa.un.org/unpp/) Its 2008 Do You
Know Where Your Talent Is? Why Acquisition and
Retention Strategies Dont Work, p.6
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Dramatic Drop in Birth Rates Source Tamara J.
Erickson The Consours Institute
Total Fertility Rate
Total Fertility Rate
Source Age Wave
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But, a Dramatic Increase in Life Expectancy
Source Tamara J. Erickson The Consours Institute
78 in 2005
80
Average Life Expectancy at Birth in the U.S.
75
70
65
60
55
50
45
40
1900
1950
1970
1980
1990
2000
1910
1930
1940
1960
1920
U.S. Life Expectancy Hits New High of Nearly 78
Years," Deaths Preliminary Data for 2005,
Centers for Disease Control an Prevention's
National Center for Health
Source U.S. Social Security Administration
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A Serious Skill Mismatch Whats Ahead in the
U.S.? Source Tamara J. Erickson The Consours
Institute

• Not enough college graduates
• By the time they turn 30, only 30 of the U.S.
  population will have a college degree
• Over two-thirds of the new jobs created in the
  U.S. will prefer a college degree
• Critical shortage in key skill sets
• Computer science, engineering, science, nursing
• A growing number of high school dropouts
• And few high school graduates with solid
  vocational training
• Less interested in responsibility
• as well as . . .
• Highly diverse in more than just ethnicity

Source In part, The Seventh-Annual Workplace
Report, Challenges Facing the American Workplace,
Summary of Findings, Employment Policy
Foundation, 2002
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The Emerging Workforce Has Different
ValuesSource Tamara K. Erikson The Concours
Institute
Silent Gen
Boomer
Generation X
Generation Y
Born 1980-2000
Born 1965/6-1976-80
Born 1928-1945
Born 1946-1964/5
Four generations are being asked to
coexist
Source Based in part on Meeting the Challenges
of Tomorrow's Workplace, CEO Magazine, 2005
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The Silent Generations Key Characteristics
Born 1928-45 Teens 1942-1963 Now 62

• Key shaping events
• Too late to be war heroes too early to be free
  spirits
• First manned space flight
• Successful resolution of the Cuban Missile Crisis
• Significant increase in economic prosperity
  home and TV ownership
• Growth in white collar jobs

Characteristics in the workplace Respect
authority, Hierarchical, Loyal to Institutions,
Rule Makers and Conformists, Motivated by
financial success and security Experiencing ample
retirement payouts
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Boomers Key Characteristics
Born 1946-1964 Teens 1960-1982 Now 43-61

• Key Shaping Events
• Raised to never follow a Hitler, Stalin or Big
  Brother
• Vietnam War
• Assassinations of idealistic leaders, Kennedy and
  King
• Widespread protests increase in crime and
  substance abuse
• Civil Rights movement
• Watergate and Nixons resignation

Key Characteristics Anti-authoritarian Idealisti
c seeking inner life, deeper meaning Motivated
by a changing world Competitive
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Generation Xs Key Characteristics
Born 1965-1997 Teens 1980-1997 Now 28-42

• Key Shaping Events
• End of the Cold War fall of the Berlin Wall
• Significant increase in their parents divorce
  rate
• Entry of women into the workforce latch-key
  kids
• Significant increase in their parents
  unemployment
• Growth of the Internet

Key Characteristics Self-reliant Anti-Institution
al Rule morphing Tribal Information rich Most
aspire to be their own boss
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Gen Ys Key Characteristics Milleniums
Born 1980-2000? Today 7 - 27

• Shaping Events
• Terrorism 911, World Trade Center, Oklahoma
  City
• School violence Columbine
• Global warming, natural disasters, AIDS
• Ubiquitous technology
• Working mothers
• Unprecedented bull market
• Pro-child culture

Key Characteristics Confident and full of
self-esteem Tolerant Pro-learning and goal
oriented Plugged into info Socially
conscious Family centric Spiritual 90
are very close to parents
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Ys as the predominant workforce

• Ys live asynchronous lives mulit-tasking comes
  naturally
• Ys coordinate, rather than plan
• Ys solve problems and perform tasks
  collaboratively
• Ys select and use technology in ways that make
  their lives easier
• Ys find new uses for technology that is good
  enough
• Ys value the role of reputation in the digital
  world and rely on reputation rather than
  hierarchy
• Ys know how to work together and alone
• Ys own the technology, redrawing the line
  between institutional and personal

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Add that to Workplace TrendsSource SHRM
Workplace Forecast A Strategic Outlook

• Rise in Health Care Costs
• Focus on domestic safety security
• Use of technology to communicate with employees
• Focus on global job security
• Use and development of e-learning
• Exporting of U.S. manufacturing jobs to
  developing countries
• Changing definition of family

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Fastest growing occupations 2002-2012

• Occupation Percent growth in employment
  projected
• Medical Assistants 59
• Network/systems and
• Data communications Analysts 57
• Physician Assistants 49
• Social Human Aides 49
• Home Health Aides 48
• Med records and Health Info Techs 47
• Physical therapy Aides 46
• Computer Apps Engineers 45
• Computer Systems Engineers 45
• Fitness Trainers 44
• Database Administrators 44 Source Bureau of
  
• Labor Statistics

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Most U.S. Job Losses 2002-2012

• Industry Thousands
• Apparel Manufacturing -205
• Aerospace manufacturing -83
• Electronic component manufacturing -79
• Computer manufacturing -68
• Fabric Mills -67
• Wired telecomm carriers -62
• Navigational, measuring manufacturing -55
• Pulp and Paper mills -42
• Postal Service -38
• Petroleum wholesalers -34
• Oil and gas extraction -31
• Travel agents -31 Source Bureau
  of Labor Statistics

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Strategic HR ManagementThe Traditional New
Economies
The Past
The New Economy

• Competitive Environment
• Gradual evolutionary change
• Stability
• Clearly defined industry boundaries
• Power from incumbency
• Domestic Markets
• Employee Loyalty
• Business Imperatives
• Quality
• Consistency and control
• Scale economies
• Mass customization
• Customer-led innovation
• Workforce development
• Risk management
• Value chain dominance

• Competitive Environment
• Frequent, discontinuous change
• Creative destruction
• Value chains in flux
• Competitive advantage hard to sustain
• Global markets
• Employee free agency
• Business Imperatives
• Speed
• Flexibility and agility
• Digitization unbundling
• Customer intimacy
• Technology-led innovation
• Organizational capabilities
• Strategic bets
• Strategic partnering

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The Past
The New Economy

• HRs Role
• Sell traditional HR interventions
• Serve the internal customers
• Build individual employee skills
• Execute business strategy
• Defend company culture
• Develop policies and programs
• Measures of HR Effectiveness
• Employee satisfaction
• Internal customer satisfaction
• HR activity levels
• Staffing levels

• HRs Role
• Support critical business objectives
• Serve the companys customers
• Build the organizations capabilities
• Formulate business strategy
• Ensure value proposition alignment
• Develop guiding principles
• Measures of HR Effectiveness
• Employee engagement and productivity
• External customer satisfaction
• Strength of organizational capabilities
• Companys internal alignment with value
  proposition to customers

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Key HR TrendsSource SHRM Workplace Forecast
A Strategic Outlook

• Growing complexity of legal compliance
• Use of technology to perform transactional HR
  functions
• Preparing for the next wave of retirement and
  labor shortage
• Responding to the changing demographics of a
  diverse workforce
• Demonstrating HRs return on investment
• Emphasis on HR competencies for practitioners
• HRs role in promoting corporate ethics
• Measuring human capital
• Building people management or human capital
  components into key business transactions
• Increase in outsourcing for HR expertise

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The Conference Board of CanadaHot HR Issues for
the Future

• Leadership Development build your leadership
  pipeline
• Leadership Hierarchy must be dispersed
  throughout the organization
• Employment branding get your share of the talent
  you seek
• Mindshare get your staff focused on their work
• Organizational capacity must exceed the rate of
  change in the business environment
• Diversity Get ready for a heterogeneous
  workforce and make diversity a living value
• Internal communication Line managers must
  communicate effectively with employees
• HR Measures how are you helping?

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Attract, Retain, and Engage the Future Workforce

• Rethink retirement
• Careers dont just stop they slow down
• Create new career paths -
• Lateral and downward movement. Flex hours
  telecommuting
• Recruit at multiple entry points
• Diversity, stay-at-home parents
• Recent grads, mid-career changers, retirees
• Invest in development
• Teach the needed skills
• Engage hearts and minds
• Future promotion and employee of the month
  wont motivate this generation
• Respect, interesting challenging work, skills
  development, freedom on how work gets done

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Best wishes in your studies!

• Careers in Human Resources
• Benefits
• Communications
• Training and Development
• Organizational Behaviorist or Designer
• Employee and/or Labor Relations
• HRIS
• Recruiter
• Strategic Planner
• Compensation
• Generalist