New work culture, new lifestyles and talent management.

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "New work culture, new lifestyles and talent management."

Transcription

1 New work culture, new lifestyles and talent management. Kiev, 6th July 2011 Slide 1

2 Agenda Challenges for the Board of Directors and the HR team Impacts on work, labor market, people and organizations The tomorrow s needs for different individuals Attraction and retention of talents in future The critical role of the HR team Slide 2

3 The Board Agenda Globalisation customers, markets, competition, resources Demographics The next quarters results top line growth, profit cash Increasing regulation and governance Innovation and market competition where is our future and how do we stay ahead of the game Technology threat or opportunity The political agenda Do we have the winning team - people, organisation, culture - for today and tomorrow? Slide 3

4 The Challenges for our HR colleagues building the winning team Match people with the organisation not skills with vacancies Team building Flexible workforce Borderless workforce Diversity Demographics Outsourcing/ insourcing Public policy issues and changing regulation More for less Succession Retention As well as pay and rewards, recruitment, redundancies, ethics, labour laws etc. Slide 4

5 Driving factors for change in the labor market -1 Economic shifts and the demographic changes are accelerating a talent mismatch on one hand and a constant unemployment of low skilled people on the other hand. The technological evolution allows new ways of communication, networking and getting work done. % of people they trust in others The reflex of individualization of almost every part of life is driven through economic changes, globalization and the change of working ethics. The wish to be unique is profoundly impacting the motivation and preferences of talents! Due to the different types of crisis (financial, energy, climate, food, ecological etc.) we are facing a general trust crisis of people. Trust in others is linked to general feeling of happiness. Satisfaction with life scale 1-10 (Survey from World Database of Happiness) Slide 5

6 Driving factors for change in the labor market -2 Until the sixties, adaptation and loyalty gained job security. After the crisis everybody knows that education and knowledge (key in the 80ies) are not the criterias anymore to have a secure job. This means no job security for employees! An emerging trend of sustainability by balancing profit people planet with a long-term perspective is creating a new way of thinking and decision making processes. More often companies have to manage their organization and employees their life in phases of instabilities, uncertainties and unknown territories and times. Due to the uncertainties and discontinuities of employees, career will be more individualized The demographical changes thrive new market segments of products and services but as well new segments of population Slide 6

7 Trend: Lifestyle Future lifestyle will increase social volatility and emerge new segmentation in our population Super Daddies CommuniTeens Inbetweens Network- Families Super Grannies Adolescence Post- Adolescence Rush hour Change of life Post- Retirement Young Globalists Latte Macchiato Families Tiger Ladies Silverpreneure Slide 7

8 CommuniTeens - The digital Generation Internet is a crucial part of socialization Using the digital world as a tool for relationship management Different modes and different ideas about bonding 24/7 dialogue Slide 8

9 How to address Rank Site Unique Visitors Monthly Visits Slide 9

10 Inbetweens- Transition as everyday reality Lots of freedom and a high degree of insecurity Constant switching of life-contexts Lifelong trainee concerning social status and professional life Multiple options or in reality no option Slide 10

11 How to address Quick and efficient contact via or phone Open House as additional filter between CV and interview Slide 11

12 Young globalists- Smart citizens of the world Job and career crucial for identity Global experiences and mobility Multiple residences and commuting Success orientation from early on Slide 12

13 How to address Particular sites for experts and international communities like LinkedIn University alumni networks Global job offers to globalize the CV Most possible flexibility in time, location to work Slide 13

14 Latte-Macchiato Families Young start-up families Looking for urban entertainment, service and lifestyle Neo urban avantgarde, concerned with sustainability Outsourcing of everyday life Slide 14

15 How to address Particular sites for families Everyday service offers family needs (e.g. company kindergarten, laundry service etc.) Most possible flexibility in time, location to work Slide 15

16 Silverpreneure- Business as usual Work = access to the world Creating of meaning Life-long learning and extended working-life Challenge wanted!! Slide 16

17 How to address Phone calls and personal meetings preferred Special Senior sites and networks Offer of flexibility in time Slide 17

18 New mind-sets, innovation, flexibility and new working ethics/values are emerging Willingness to permanently learn and change Agility and adaptation Self-responsibility and proactive action Relationship skills Tolerance for ambiguities Passion Resilience and capability to perform in uncertain circumstances Network Slide 18

19 Growth needs to support individualized Life contexts Creative age multiple options Slide 19

20 The consequences: the life is as a personal Jigsaw puzzle Individual work-portfolio replaces One-for-all-Package Employed work Freelance/ contractor work Temporary work Home work Charity work Passion driven work Money earning driven work Slide 20

21 The consequences: employees ask a lot in return from organizations New values and different motivation structure Working environment has to produce meaning Pleasure principles gains importance Personal identification wanted Immaterial incentives on rise Work-life-balance top priority Flexible careers desired Tendency for higher autonomy and new leadership style Contributors instead of subordinates Interested in personal development and new education Slide 21

22 New workers need partners to Develop and invest in uniquability Know your talent become a brand Broaden communication- Be able to open up and connect life long Strong relationship skills Different orientation and offers not only for Top Talents but for all different types of the working population (Generation Y to Z, Silverpreneures, Young globalists etc.) Offer work in a way I need and like it! Not one concept fits all talents different initiatives per target group is the key factors of success! Slide 22

23 New workers need partners with a strong and attractive employer branding different way of networking different ways to invest in space for communication, improvisation and transformation Slide 23

24 Organizations should assess current and anticipate future skills shortages though strategic skills planning. develop skills recognition mechanisms for both native born and migrant workers. develop global talent management processes as a priority of the top management. Provide easy processes to employees taking international job opportunities. develop a continuously education/training/coaching offer to your employees for all levels and skills develop partnership with global HR players Slide 24

25 Globally, managing talent is one of the top priorities for business Slide 25

26 The future is all about decisions and the right attitude for changes! Are you ready? Slide 26

27 Thank you! Slide 27

Workforce Strategy 2015-2020

Workforce Strategy 2015-2020 Workforce Strategy 2015-2020 Introduction 1. The aim of this workforce strategy is to support delivery of the sustained transformation necessary to achieve faster, fitter, more flexible, citizen and customer

More information

2015 in Architecture employment was a year of change, a positive one. But what does 2016 hold for employees and employers alike?

2015 in Architecture employment was a year of change, a positive one. But what does 2016 hold for employees and employers alike? ARCHITECTURE SALARY & EMPLOYMENT REVIEW January 2016 2015 in Architecture employment was a year of change, a positive one. But what does 2016 hold for employees and employers alike? Opportunities, challenges

More information

The oil and gas industry is in the midst of a

The oil and gas industry is in the midst of a Workforce Issues Talent Management Challenge in the Oil and Gas Industry Bob Orr and Bridget McVerry The oil and gas industry is in the midst of a period of rapid global expansion. However, will it have

More information

Strategic human resource management toolkit

Strategic human resource management toolkit 19 205 Strategic human resource management toolkit The purpose of the toolkit is to provide the basis for conducting a strategic review of human resource management practices in order to develop and implement

More information

Human Resource Management. 1 Human Resources Management

Human Resource Management. 1 Human Resources Management Human Resource Management 1 Human Resources Management 1.1 Concept of Human Resource Management We all have something to do with human resources. While topics will be addressed from the company or institution

More information

choice, develop the skills and knowledge we require for future roles and help tackle recruitment difficulties. However, the purpose of this work is tw

choice, develop the skills and knowledge we require for future roles and help tackle recruitment difficulties. However, the purpose of this work is tw 5 15/311 PERTH AND KINROSS COUNCIL Executive Sub-Committee of Strategic Policy and Resources Committee 30 July 2015 WORKFORCE MANAGEMENT RECRUITMENT MEASURES AND LEARN TO TEACH PROGRAMME Report by Corporate

More information

INSPIRING THE NEXT GENERATION WORKFORCE THE 2014 MILLENNIAL IMPACT REPORT EXECUTIVE SUMMARY

INSPIRING THE NEXT GENERATION WORKFORCE THE 2014 MILLENNIAL IMPACT REPORT EXECUTIVE SUMMARY INSPIRING THE NEXT GENERATION WORKFORCE THE 2014 MILLENNIAL IMPACT REPORT EXECUTIVE SUMMARY ABOUT THE RESEARCH For the 2014 Millennial Impact Report, Achieve gathered information from two different sources:

More information

The search is over. Part of Reed Specialist Recruitment

The search is over. Part of Reed Specialist Recruitment The search is over Part of Reed Specialist Recruitment reedglobal.com 1 2 Contents Three Five Seven Nine Eleven Thirteen Your business is our specialist subject Sourcing the best Our services Testimonials

More information

Emerging trends in Human Resources Management

Emerging trends in Human Resources Management Emerging trends in Human Resources Management Robert c. myrtle, dpa Director, executive master of leadership Professor of public administration, and Professor of gerontology Session Outcomes: Discover

More information

Creating Tomorrow s Public Service. May, 2009. A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service

Creating Tomorrow s Public Service. May, 2009. A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service Creating Tomorrow s Public Service May, 2009 A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service 1 The Role of Public Service Employees As professionals,

More information

Recruitment and retention strategy Safeguarding and Social Care Division. What is the recruitment and retention strategy? 2. How was it developed?

Recruitment and retention strategy Safeguarding and Social Care Division. What is the recruitment and retention strategy? 2. How was it developed? Contents What is the recruitment and retention strategy? 2 How was it developed? 2 Newcastle story where were we? 2 Newcastle story where are we now? 3 Grow your own scheme 4 Progression 4 NQSW support

More information

Introduction. Page 2 of 11

Introduction. Page 2 of 11 Page 1 of 11 Introduction It has been a year since The Walton Centre brought its recruitment function in-house and it was critical that the organisation took this step. This is a specialist organisation

More information

Fulfilling Careers Instead Of Filling Jobs. How Successful Companies Are Winning The Competition For Talent In The Human Age

Fulfilling Careers Instead Of Filling Jobs. How Successful Companies Are Winning The Competition For Talent In The Human Age Fulfilling Careers Instead Of Filling Jobs How Successful Companies Are Winning The Competition For Talent In The Human Age OVERVIEW Challenge Companies today are hungry for talent. But what is talent

More information

Trends in Global Employee Engagement

Trends in Global Employee Engagement Consulting Talent & Organization Trends in Global Employee Engagement Trends in Global Employee Engagement Contents 3 4 5 6 7 8 9 10 14 15 Executive Summary Trends in Global Employee Engagement Employee

More information

HRM: An introduction. Prof. K.B. Akhilesh Dept. of Management Studies Indian Institute of Science, Bangalore

HRM: An introduction. Prof. K.B. Akhilesh Dept. of Management Studies Indian Institute of Science, Bangalore HRM: An introduction Prof. K.B. Akhilesh Dept. of Management Studies Indian Institute of Science, Bangalore Learning objectives At the end of this session, you must have learnt and understood: History

More information

A View into the Global Workforce Study

A View into the Global Workforce Study A View into the Global Workforce Study Global Trends and Canadian Results October 2012 2012 Towers Watson. All rights reserved. Discussion Outline The 2012 Global Workforce Study Overview and objectives

More information

Content Summary. Juicy New Business. Senior Consulting Programme. Juicy Recruitment Process. Generate more revenues from existing business

Content Summary. Juicy New Business. Senior Consulting Programme. Juicy Recruitment Process. Generate more revenues from existing business Lists in platform order: Video episodes (duration in minutes & seconds) Doo-Its (reflective tasks) Documents (downloadable PDFs) Reading Lists (extra documents for wider reading) Juicy New Business Get

More information

Optimizing Rewards and Employee Engagement

Optimizing Rewards and Employee Engagement Optimizing Rewards and Employee Engagement Improving employee motivation and engagement, and identifying the right total rewards strategy to influence workforce effectiveness. Kevin Aselstine, Towers Perrin

More information

The Missing Link: Driving Business Results Through Pay-for-Performance. For Small & Midsized Businesses. Copyright 2007 SuccessFactors, Inc.

The Missing Link: Driving Business Results Through Pay-for-Performance. For Small & Midsized Businesses. Copyright 2007 SuccessFactors, Inc. The Missing Link: Driving Business Results Through Pay-for-Performance. For Small & Midsized Businesses Copyright 2007 SuccessFactors, Inc. I. Introduction More successful small and mid-sized companies

More information

Branding the Government As An Employer of Choice

Branding the Government As An Employer of Choice Branding the Government As An Employer of Choice By Neil Reichenberg, IPMA-HR Executive Director If governments are both to compete successfully for talented applicants and retain high performing employees,

More information

hrpa.ca/ac2016 #HRPA2016 Recruiting in a Competitive Market 1

hrpa.ca/ac2016 #HRPA2016 Recruiting in a Competitive Market 1 hrpa.ca/ac2016 #HRPA2016 Recruiting in a Competitive Market 1 MAURA DYER 15 YEARS Online Senior Director of Talent Acquisition, Rogers Facilitating the recruitment, engagement, and development of top talent

More information

5/19/2016 THINKING BIGGER. Top Five Human Resources Challenges

5/19/2016 THINKING BIGGER. Top Five Human Resources Challenges Boosting Organizational Performance by Creating a Thriving Workplace Culture of Wellbeing Ali Payne Wellbeing & Practice Leader South & North Regions Chris Dustin Managing Director & Senior Advisor 2015

More information

The 5 Forces that are Changing Employee www.namely.com Performance Reviews

The 5 Forces that are Changing Employee www.namely.com Performance Reviews REINVENTING THE PERFORMANCE REVIEW The 5 Forces that are Changing Employee Performance Reviews 1 REINVENTING THE PERFORMANCE REVIEW The 5 Forces that are Changing Employee Performance Reviews Summary This

More information

Today s Agenda. What is Succession Planning? Succeeding in Succession Planning It s Not Just a Big Company Thing

Today s Agenda. What is Succession Planning? Succeeding in Succession Planning It s Not Just a Big Company Thing Succeeding in Succession Planning It s Not Just a Big Company Thing Sal Silvester 303-579-5829 sal@512solutions.com www.512solutions.com 1 Today s Agenda What is succession planning? Why: The business

More information

THE EMPLOYER OF CHOICE. The Strategic Way to Attract, Engage and Retain Talent in Your Community

THE EMPLOYER OF CHOICE. The Strategic Way to Attract, Engage and Retain Talent in Your Community THE EMPLOYER OF CHOICE The Strategic Way to Attract, Engage and Retain Talent in Your Community OUR APPROACH OUR APPROACH Phases of Research: Phase 1: Secondary research Phase 2: Survey CEOs and HR Leaders

More information

The Impact of the Global Financial Crisis on Australian Workers

The Impact of the Global Financial Crisis on Australian Workers The Impact of the Global Financial Crisis on Australian Workers Research report prepared for the Australian Workers Union (AWU) January 2009 Andrew Casey AWU National Communications Co-ordinator E-mail:

More information

Talent as a Top Priority and Challenge

Talent as a Top Priority and Challenge Talent as a Top Priority and Challenge Talent is viewed as source of competitive advantage and driver of performance, but it remains a challenge for today s organizations. Mercer s 2013 Talent Barometer,

More information

Financial Services. Workforce Development Strategy. Issues Paper. Introduction. About the industry

Financial Services. Workforce Development Strategy. Issues Paper. Introduction. About the industry Financial Services Workforce Development Strategy Issues Paper Introduction Australia s Financial Services industry is large, diverse and growing. But it faces a range of challenges related to recent and

More information

Introduction. Chris Harrop, Chief Executive

Introduction. Chris Harrop, Chief Executive Page 1 of 10 Introduction I am proud to be the Chief Executive of the Walton Centre NHS Foundation Trust with its reputation for excellent patient care, quality services and sustainability. Over the last

More information

Chartered Institute of Personnel and Development. Rebecca Clake, Adviser, Organisation and Resourcing

Chartered Institute of Personnel and Development. Rebecca Clake, Adviser, Organisation and Resourcing Chartered Institute of Personnel and Development Rebecca Clake, Adviser, Organisation and Resourcing Measuring the cost of staff turnover and putting a value on retention Chartered Institute of Personnel

More information

Your Career Insurance Policy: Be found in a passive job market

Your Career Insurance Policy: Be found in a passive job market Your Career Insurance Policy: Be found in a passive job market of people are always looking for new jobs, even when they are happy in their current role* Your Career Insurance Policy: Be found in a passive

More information

Understanding Hiring vs. Recruiting

Understanding Hiring vs. Recruiting Understanding Hiring vs. Recruiting Changing the hiring model to attract top talent involves rethinking practices. Dr. Cabot L. Jaffee AlignMark Inc. 500 Winderley Place #224 Maitland, FL 32751 February

More information

Implementing a Strategic Human Resources Program: ASA s In the Trenches Experience Becoming an Employer of Choice. Authors:

Implementing a Strategic Human Resources Program: ASA s In the Trenches Experience Becoming an Employer of Choice. Authors: Implementing a Strategic Human Resources Program: ASA s In the Trenches Experience Becoming an Employer of Choice Authors: Karen Pallansch General Manager Alexandria Sanitation Authority 1500 Eisenhower

More information

Competence Development for Success and Security. Unionen s political platform for competence development

Competence Development for Success and Security. Unionen s political platform for competence development Competence Development for Success and Security Unionen s political platform for competence development Competence Development - for success and security When we learn new things and have the courage to

More information

2012 Allied Workforce Mobility Survey: Recruiting and Relocation

2012 Allied Workforce Mobility Survey: Recruiting and Relocation www.alliedhr.com 04/2012 About the 2012 Research The 2012 Allied Workforce Mobility Survey, conducted in March 2012, captures the voice of HR professionals on critical topics relating to workforce mobility,

More information

TAUHEEDUL EDUCATION TRUST

TAUHEEDUL EDUCATION TRUST TAUHEEDUL EDUCATION TRUST JOB DESCRIPTION Job Title: Base: Head of Human Resources Tauheedul Education Trust Central Office Reports to: Chief Executive Grade: TSM4 Sc 54-59 Staff Responsibility for: As

More information

STRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES

STRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES STRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES BERLIN, 21 MAY 2015 Julia Howes Mercer Workforce Analytics & Planning A WORKFORCE TSUNAMI IS APPROACHING COPYRIGHT MERCER 2015 STRATEGIC

More information

NOTES. New law in Poland Training fund to be maintained by all companies.

NOTES. New law in Poland Training fund to be maintained by all companies. SESSION 4 CAREER DEVELOPMENT FOR ADULTS AT WORK NOTES TABLE 1 No policy in Botswana is a need for a policy to mandate employers to facilitate career development. Even if it is only at the awareness level,

More information

Hur kan näringslivet använda Kompetensplattformen?

Hur kan näringslivet använda Kompetensplattformen? Hur kan näringslivet använda Kompetensplattformen? Page 1 Volvo in the World 19 650 Page 2 The Evolving Global Reality Brazil 3% of world population 198 m people 2,5 of world GDP Page 3 150 million 88

More information

January 2013 Summary of global findings. Millennial Innovation survey

January 2013 Summary of global findings. Millennial Innovation survey January 2013 Summary of global findings Millennial Innovation survey Research information Who? Millennials born January 1982 onwards Degree educated When? 19 November 19 December 2012 In full-time employment

More information

Talent management. Khamis 2 hb Jun 2011 1-2 petang

Talent management. Khamis 2 hb Jun 2011 1-2 petang Talent management Khamis 2 hb Jun 2011 1-2 petang TALENT MANAGEMENT(TM) NEED FOR EFFECTIVE TM PROCESS: Provide a focus for investment Place subject of talent high in the corporate agenda Desirable objective

More information

our people April 2015

our people April 2015 our people April 2015 2 our people overview We worked hard in 2014 to further implement our Top Class Employer strategy, and we moved forward in various areas. Employee engagement and our employer ranking

More information

POSITION DESCRIPTION KEY RESULT AREAS

POSITION DESCRIPTION KEY RESULT AREAS POSITION DESCRIPTION Position Title: Human Resources Officer Date: Feb 2013 Department: Human Resources Sub department: HR ANZ Location: Sydney Reports to: Human Resources Manager ANZ Direct Reports: Nil

More information

State of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008

State of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008 State of Washington Guide to Developing Strategic Workforce Plans Updated December 2008 Table of Contents Introduction... 3 What Is Workforce Planning?... 3 Workforce Planning Strategy Areas... 4 Strategic

More information

Why actuaries are interested in demographic issues and why others should listen to them IAA Population Issues Working Group

Why actuaries are interested in demographic issues and why others should listen to them IAA Population Issues Working Group Why actuaries are interested in demographic issues and why others should listen to them IAA Population Issues Working Group Presentation to the 30 th International Congress of Actuaries by Assia Billig

More information

When Engaging the Right Talent, One Size Does Not Fit All

When Engaging the Right Talent, One Size Does Not Fit All When Engaging the Right Talent, One Size Does Not Fit All Candidate Preferences in Job Search and Interview Practices This is the first in a five-part series from ManpowerGroup Solutions analyzing the

More information

WHEN INDIVIDUALS SUCCEED ORGANIZATIONS WIN

WHEN INDIVIDUALS SUCCEED ORGANIZATIONS WIN WHEN INDIVIDUALS SUCCEED ORGANIZATIONS WIN THE WORKPLACE IS CHANGING There s a new dynamic in employee and employer relationships. Employees want to learn and grow throughout their entire careers. They

More information

January 2014 Preliminary survey report: the skill needs of major Canadian employers

January 2014 Preliminary survey report: the skill needs of major Canadian employers Preliminary survey report: the skill needs of major Canadian employers Preliminary survey report: the skill needs of major Canadian employers About the Initiative This document is one of a series of reports

More information

2015 Trends & Insights

2015 Trends & Insights Asia Pacific Mobility The Asia Pacific Mobility Brookfield Global Relocation Services Trends & Insights report is reflective of the global economy which is strongly tied with the economic realities of

More information

Grow your own. How young people can work for you. Because good people make a great business /02

Grow your own. How young people can work for you. Because good people make a great business /02 Grow your own How young people can work for you /02 Because good people make a great business If we want young people who are ready for the workplace, we need to be ready to help build their employability

More information

Author: Lydia Cillie-Schmidt Page 1

Author: Lydia Cillie-Schmidt Page 1 Talent Management: An integrated framework for implementation L Cillie-Schmidt: Talent Management: An integrated framework for implementation, Management Today, February 2009 Companies like to promote

More information

UNIVERSITY OF BRIGHTON HUMAN RESOURCE

UNIVERSITY OF BRIGHTON HUMAN RESOURCE UNIVERSITY OF BRIGHTON HUMAN RESOURCE STR ATEGY 2015 2020 Human Resources Strategy 2015 2020 01 INTRODUCTION In its Strategic Plan 2012 2015, the university has set out its vision, ambition and plans for

More information

State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time

State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time Table of Contents Introduction 2 What is Workforce Planning?...3 Why is Workforce Planning Important?.....3

More information

Prestige Staffing Personnel is locally owned and operated and has continuously provided

Prestige Staffing Personnel is locally owned and operated and has continuously provided Company profile The Complete HR package Prestige Staffing Personnel is locally owned and operated and has continuously provided the complete human resources package on a national level since 1998 including:

More information

Talent 2020: Surveying the talent paradox from the employee perspective The view from the Oil & Gas sector

Talent 2020: Surveying the talent paradox from the employee perspective The view from the Oil & Gas sector Talent 2020: Surveying the talent paradox from the employee perspective The view from the Oil & Gas sector Oil & Gas workforce segments at risk of attrition Operating company segments Production/operations

More information

Millennials at Work. Presentation at the 2013 Financial Management Institute PD Week. Presenters. Lori Watson Partner. Ryan Lotan Director

Millennials at Work. Presentation at the 2013 Financial Management Institute PD Week. Presenters. Lori Watson Partner. Ryan Lotan Director www.pwc.com/ca Millennials at Work Understanding Your Future Workforce Presentation at the 2013 Financial Management Institute PD Week Presenters Lori Watson Partner Ryan Lotan Director Franck Hounzangbe

More information

Caerphilly County Borough Council. Workforce Planning Guidance. and Template

Caerphilly County Borough Council. Workforce Planning Guidance. and Template APPENDIX 1 Caerphilly County Borough Council Workforce Planning Guidance and Template May 2013 1 Content Description Page Number Part 1 Introduction 1.1 Introduction 1.2 What is Workforce Planning? 1.3

More information

EXAM - SPHR. SPHR - Senior Professional in Human Resources.

EXAM - SPHR. SPHR - Senior Professional in Human Resources. HRCI EXAM - SPHR SPHR - Senior Professional in Human Resources TYPE: DEMO http://www.examskey.com/sphr.html Examskey HRCI SPHR exam demo product is here for you to test the quality of the product. This

More information

Employee Engagement FY15. 1. Introduction. 2. Employee Engagement. 3. Management Approach

Employee Engagement FY15. 1. Introduction. 2. Employee Engagement. 3. Management Approach 1. Introduction This document forms part of our Disclosures on Management Approach (DMA) series, prepared in accordance with the Global Reporting Initiative s G4 Guidelines. The DMA series is designed

More information

ROLE PROFILE & PERSON SPECIFICATION. Organisational Development Manager

ROLE PROFILE & PERSON SPECIFICATION. Organisational Development Manager Page 1 of 6 ROLE PROFILE & PERSON SPECIFICATION Organisational Development Manager 1. RESPONSIBLE TO: Associate Director of Learning & Organisational Development 2. RESPONSIBLE FOR : The Workforce Development

More information

Workforce Diversity: The Fresh Face of Employment in Canada

Workforce Diversity: The Fresh Face of Employment in Canada Workforce Diversity: The Fresh Face of Employment in Canada Workforce diversity and you Why a diverse workforce is important Canadian employers are making significant strides in inclusive hiring and improving

More information

Global Leadership Conference 2014. Andrea Vogel EMEIA Market Leader, Strategic Growth Markets

Global Leadership Conference 2014. Andrea Vogel EMEIA Market Leader, Strategic Growth Markets Global Leadership Conference 2014 Andrea Vogel EMEIA Market Leader, Strategic Growth Markets The EY G20 Entrepreneurship Barometer 2013 The power of three Together, governments, entrepreneurs and corporations

More information

Executive summary. January Growing the health and well-being agenda: From first steps to full potential

Executive summary. January Growing the health and well-being agenda: From first steps to full potential Executive summary January 2016 Growing the health and well-being agenda: From first steps to full potential The CIPD is the professional body for HR and people development. The not-for-profit organisation

More information

A REPORT BY HARVARD BUSINESS REVIEW ANALYTIC SERVICES. Who Will Build Your Future? The New Employee Relationship. Sponsored by

A REPORT BY HARVARD BUSINESS REVIEW ANALYTIC SERVICES. Who Will Build Your Future? The New Employee Relationship. Sponsored by A REPORT BY HARVARD BUSINESS REVIEW ANALYTIC SERVICES Who Will Build Your Future? The New Employee Relationship Sponsored by Sponsor s Perspective One of the many outcomes of the difficult economic environment

More information

Small Business. Optimism Report

Small Business. Optimism Report Small Business Optimism Report Table of Contents Introduction 3 Survey Results 4 Economic Improvements: Perception vs. Reality 4 Top Concerns: Looking Back, Looking Ahead 5 Workforce Growth: Staying the

More information

Industry Overview: What Size Industry Are We? FunWorld Park s HR Department HR Theory and Practice Skills Exercise Case Study

Industry Overview: What Size Industry Are We? FunWorld Park s HR Department HR Theory and Practice Skills Exercise Case Study Contents Industry Overview: What Size Industry Are We? FunWorld Park s HR Department HR Theory and Practice Skills Exercise Case Study Leadership 2 Objectives Upon completion of this course, attendees

More information

A Look into the Future. Technical ProSource s 2016 Hiring Guide

A Look into the Future. Technical ProSource s 2016 Hiring Guide A Look into the Future Technical ProSource s 2016 Hiring Guide The future depends on what we do in the present. Mahatma Gandhi Welcome to Technical ProSource's 2016 Hiring Guide. The enclosed employment

More information

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE CERTIFICATIONS IN HUMAN RESOURCES» HRMP HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE HRMP EXAM CONTENT OUTLINE AT-A-GLANCE HRMP EXAM WEIGHTING BY FUNCTIONAL AREA:» HR as a Business

More information

OCCUPATIONAL THERAPISTS Pay & Benefits for working for Enfield

OCCUPATIONAL THERAPISTS Pay & Benefits for working for Enfield OCCUPATIONAL THERAPISTS Pay & Benefits for working for Enfield We are committed to offering you the best employment benefits that we can. Below are the details of the kinds of benefits that you can enjoy

More information

GUIDE PASSION FOR PEOPLE. www.investingintalent.co.uk ENTRY

GUIDE PASSION FOR PEOPLE. www.investingintalent.co.uk ENTRY ENTRY GUIDE Early Bird entry deadline: 22 April Final entry deadline: 1 June THE RECRUITMENT AWARDS THAT PUT TALENT FIRST It s great when a hardworking, dedicated team is recognised by an external organisation.

More information

BEST PRACTICE IN CONTINGENT WORKFORCE MANAGEMENT. By Robert Collins

BEST PRACTICE IN CONTINGENT WORKFORCE MANAGEMENT. By Robert Collins BEST PRACTICE IN CONTINGENT WORKFORCE MANAGEMENT By Robert Collins Table of Contents About the Author Executive Notes Introduction: The Increasing Trend Disaggregate Process for Best Prctice Souring the

More information

Iowa State Government Reorganization Commission

Iowa State Government Reorganization Commission Iowa State Government Reorganization Commission Colin Nurse. Chief Technology Officer, Microsoft State & Local Government Microsoft s Commitment to Iowa Communities Microsoft s Partners Microsoft works

More information

WFBSC Policy Position: Employment, outsourcing and the cleaning sector

WFBSC Policy Position: Employment, outsourcing and the cleaning sector Introduction WFBSC Policy Position: Employment, outsourcing and the cleaning sector Until recently cleaning employers have been under represented in the global institutions that legislate and/or set the

More information

Employee Benefit Trends Study Australia

Employee Benefit Trends Study Australia Employee Benefit Trends Study Australia The easy and effective way to differentiate your business Contents About us 1 Global expertise 1 1. Latest trends in employee benefits 2 2. Key issues 3 3. The rest

More information

The War for Talent Retaining critical resources during outsourcing transitions

The War for Talent Retaining critical resources during outsourcing transitions September 19, 2008 The War for Talent Retaining critical resources during outsourcing transitions www.mercer.com What we will talk about today Setting the stage: Outsourcing means transformation The talent

More information

BUSINESS AND TALENT ALIGNMENT PEOPLE DECISIONS THAT DRIVE BUSINESS SUCCESS. Pearl Maphoshe

BUSINESS AND TALENT ALIGNMENT PEOPLE DECISIONS THAT DRIVE BUSINESS SUCCESS. Pearl Maphoshe BUSINESS AND TALENT ALIGNMENT PEOPLE DECISIONS THAT DRIVE BUSINESS SUCCESS Pearl Maphoshe BACKGROUND Activating business strategy through talent strategy Great people decisions and business success Sustainable

More information

General Staffing Temporary Work Services. Adecco Ukraine

General Staffing Temporary Work Services. Adecco Ukraine General Staffing Temporary Work Services Adecco Ukraine Adecco Group and Adecco Ukraine Overview Adecco Group: FY 2010 HIGHLIGHTS Adecco Ukraine: World s largest HR company Revenues of EUR 18.7 billion

More information

increased demand for banks to help companies structure their finances. 2016 EXPECTATIONS

increased demand for banks to help companies structure their finances. 2016 EXPECTATIONS Thailand IT WAS A TRANSITIONAL YEAR FOR THAILAND IN 2015 AS COMPANIES FOCUSED ON DRIVING DOWN COSTS DUE TO THE GENERAL SLOWDOWN ACROSS SOUTH- EAST ASIA, HOWEVER RECRUITMENT WILL REMAIN BUOYANT IN 2016.

More information

ANZAM 2015 Streams and Keywords

ANZAM 2015 Streams and Keywords ANZAM 2015 Streams and Keywords Stream Keywords 01. Managing for Peak Performance strategic HRM strategic change technological change global business environment innovation managing across cultures international

More information

MANAGEMENT SKILLS ONLINE COURSE SELECTION

MANAGEMENT SKILLS ONLINE COURSE SELECTION MANAGEMENT SKILLS ONLINE COURSE SELECTION Undertake Project Work (BSBPMG522A) This learning unit describes the performance outcomes, skills and knowledge required to manage a straightforward project or

More information

Valuing Diversity. Cornerstones. 1. Diversity is about inclusion and engagement!

Valuing Diversity. Cornerstones. 1. Diversity is about inclusion and engagement! Valuing Diversity Cornerstones 1. Diversity is about inclusion and engagement! 2. The most important issue is always human dignity and total quality respect! 3. Prejudice is eliminated by developing high

More information

The psychological contract

The psychological contract http://www.cipd.co.uk/subjects/empreltns/psycntrct/psycontr.htm?wa_src=email&wa_pub=cipd&wa_crt=feature3_main_none&wa_cm p=cipdupdate_160610 The psychological contract Employee relations Revised May 2010

More information

Recruitment Process Outsourcing

Recruitment Process Outsourcing 0 Recruitment Process Outsourcing Market Overview Brett Gerard, TPI Julie Kinnear, TPI May 10, 2007 Copyright 2007, Technology Partners Copyright International, 2007, Technology Inc. All Rights Partners

More information

innovative solutions

innovative solutions Finding the best talent is humanly possible Recruitment Process Outsourcing Looking for talent? the best Having the best talent is a competitive advantage in today s demanding and complex world. Because

More information

Succession Planning 2/7/2016. Then vs Now. Have you thought about how quickly you could replace certain positions at your company?

Succession Planning 2/7/2016. Then vs Now. Have you thought about how quickly you could replace certain positions at your company? 2016 PASAE Educational Summit and Expo Succession Planning Then vs Now It s Time to [Bleep] or Get Off the Pot Presented by Ira S Wolfe 1966 2016 Have you thought about how quickly you could replace certain

More information

What millennials want from work How to Maximize Engagement in Today s Workforce

What millennials want from work How to Maximize Engagement in Today s Workforce What millennials want from work How to Maximize Engagement in Today s Workforce 2016 Jennifer J. Deal, Center for Creative Leadership. All rights reserved. Born 1980-2000 research includes 25,000 millennials

More information

WHITE PAPER. Building leadership capability in the construction sector

WHITE PAPER. Building leadership capability in the construction sector WHITE PAPER Building leadership capability in the construction sector INTRODUCTION Building leadership capability in the construction sector Construction is one of the largest sectors of the UK economy.

More information

Designed and Delivered by: Kelly Gallant, CCDP Business Owner/Consultant, Kelly Gallant Consulting (CTDP Candidate) Career Specialist, University of

Designed and Delivered by: Kelly Gallant, CCDP Business Owner/Consultant, Kelly Gallant Consulting (CTDP Candidate) Career Specialist, University of Designed and Delivered by: Kelly Gallant, CCDP Business Owner/Consultant, Kelly Gallant Consulting (CTDP Candidate) Career Specialist, University of Calgary - Faculty of Social Work Learning Objectives

More information

Professionalisation of management and leadership

Professionalisation of management and leadership Sheila Gupta Professionalisation of management and leadership Sheila Gupta, Director of Human Resources, Edinburgh University This article shows the importance of appropriate governance and management

More information

Defence Employment Offer Dorota Thorp (AIRCDRE Ken Birrer) Practice Forum presented at the 9 th Industrial and Organisational Psychology Conference

Defence Employment Offer Dorota Thorp (AIRCDRE Ken Birrer) Practice Forum presented at the 9 th Industrial and Organisational Psychology Conference Defence Employment Offer Dorota Thorp (AIRCDRE Ken Birrer) Practice Forum presented at the 9 th Industrial and Organisational Psychology Conference RELATED CONCEPTS Definitions Minchington (2005) defines

More information

Engaging employees. Build brand equity with your people. Brand: What your customers think of you Culture: What your employees think of you

Engaging employees. Build brand equity with your people. Brand: What your customers think of you Culture: What your employees think of you SmartPapers At Staples Promotional Products, we re dedicated to helping you meet your marketing and promotional goals. That s why we ve developed our exclusive SmartPapers, expert guides that address real

More information

Workforce Management Plan 2013-2017

Workforce Management Plan 2013-2017 Workforce Management Plan 2013-2017 Adopted on Wednesday 19 June 2013 Contents Message from the General Manager 5 city Plan: Cascade of Plans 6 our Vision, Mission and Community Outcomes 7 Introduction

More information

What s On the Minds of HR Directors? Neil Reichenberg Executive Director International Public Management Association for Human Resources

What s On the Minds of HR Directors? Neil Reichenberg Executive Director International Public Management Association for Human Resources What s On the Minds of HR Directors? Neil Reichenberg Executive Director International Public Management Association for Human Resources The International Public Management Association for Human Resources

More information

Marketing Models in Increasing Human Resources Competitiveness

Marketing Models in Increasing Human Resources Competitiveness DOI: 10.7763/IPEDR. 2012. V55. 6 Marketing Models in Increasing Human Resources Competitiveness Monica Izvercianu 1, Alina Radu 2 Politehnica University of Timișoara, Romania Abstract. In recent decades

More information

Governing Body 326th Session, Geneva, March 2016

Governing Body 326th Session, Geneva, March 2016 INTERNATIONAL LABOUR OFFICE Governing Body 326th Session, Geneva, 10 24 March 2016 Programme, Financial and Administrative Section Programme, Financial and Administrative Segment GB.326/PFA/11 PFA Date:

More information

Insights into IT Professionals (Australia) Manpower Market Insights Paper

Insights into IT Professionals (Australia) Manpower Market Insights Paper Insights into IT Professionals (Australia) Manpower Market Insights Paper April 2009 Australia Building and maintaining a sustainable and world-class ICT workforce and ICT skills base is necessary to meet

More information

The 10 leadership practices for highly capable change leadership. PREDICTING, IMPLEMENTING and EMBEDDING change.

The 10 leadership practices for highly capable change leadership. PREDICTING, IMPLEMENTING and EMBEDDING change. ARTICLE The 10 leadership practices for highly capable change leadership Leaders are much defined and discussed, normally based on our own personal experiences of what personality and style works for each

More information

THAILAND. Despite major political unrest in 2014, the labour market in Thailand remained buoyant.

THAILAND. Despite major political unrest in 2014, the labour market in Thailand remained buoyant. THAILAND Despite major political unrest in 2014, the labour market in Thailand remained buoyant. The national currency stabilised, unemployment stayed below 1%, and the general outlook for the Thai economy

More information

D 1. Working with people Develop productive working relationships with colleagues. Unit Summary. effective performance.

D 1. Working with people Develop productive working relationships with colleagues. Unit Summary. effective performance. 1 Develop productive working relationships with colleagues Unit Summary What is the unit about? This unit is about developing working relationships with colleagues, within your own organisation and within

More information

Recruiting in a Competitive Market

Recruiting in a Competitive Market Recruiting in a Competitive Market MAURA DYER 15 YEARS Online Talent Acquisition Director, Rogers Facilitating the recruitment, engagement, and development of top talent at leading Canadian organizations

More information