1. WORKFORCE TALENT STRATEGY
BUILDING THE PUBLIC WORKFORCE OF THE
FUTURE
Prof. Abiodun H. Adebayo
Vice-Chancellor
Covenant University,

2. OUTLINE
Overview of global public workforce
Structuring of business talent workforce in today's evolving era
Global demographic: Workforce trends and talent development in the
public workforce
Dimensions of the future of work
Global workforce strategies fostering human capital development
The use of technology to shape the future public workforce

3. Overview of Global Workforce
Region
Workforce Total
(In Thousand)
Arab World 137,364.01
Central Europe and Baltics 48,913.94
East Asia and Pacific 1,278,273.76
Europe and Central Asia 435,245.63
Latin America and Caribbean 302,258.73
Middle East and North America 336,495.79
Sub-Saharan Africa 447,495.79
Nigeria 64,479,317
Source: World Bank Data,
202https://data.worldbank.org/indicator/SL.TLF.TOTL.IN2

4. Overview of Global Public workforce

5. Impact of Global Demographic and
Workforce Trends on Talent Development
The oldest
millennials
will turn
50yrs by
2030
693 Million +
Baby Boomers
will reach
retirement Age
in the next
decade
36,000+
people
turns 55
yrs daily
40%
millennials
making up
the workforce
between
2022-2030
GenZ
makes up
26% of the
global
population

6. Demographic Shift Conts.
The country’s population and labor force are
experiencing a marked ageing process.
The “baby boom” generation reaches state pension
age
Older workers will need to learn new skills and
work for longer.
The shortage of a human workforce in a
number of rapidly-ageing economies will
drive the need for automation and productivity.

7. Structuring Talent Workforce
Planning in Today’s Evolving Era
In the era of automation,
organizations must
understand the blueprint
of their current
workforce in order to
build future-ready
teams.
Strategic workforce
planning helps
organisations understand
their workforce dynamics
and evolve to meet their
long-term needs.

8. STRUCTURING OF BUSINESS TALENT
WORKFORCE IN TODAY'S EVOLVING ERA
Organizations should
identify their optimal
workforce mix and tailor
their investment to suit.
Right blend of human and
machine effort to drive the
business forward.
Strategizing recruitment
and reskilling plans well
in advance taking into
consideration the
workforce mix.
Adoption of HR
transformation analytics.

9. Structuring Talent Workforce Planning in
Today’s Evolving Era Cont’s
Talent Workforce planning helps organisations to be in a
future-ready state, by enabling them to:
Have a good hold of the current workforce scenario
Be well informed of possible future workforce gaps, facilitating them to strategize
gap fulfilment and avoid the probable revenue losses due to those gaps
Devise a comprehensive action plan on efficiently utilizing the various workforce
types to drive maximum productivity
Be well aware of the overtime changes in workforce dynamics and reasons for
those changes
Design and implement optimal reskilling strategies in line with the changing
requirements, at the same time as providing optimal career pathways to their
workforce

10. Redefined Work, Workforce and Workplace
in the Technology Era
What will the workforce of the future look like?
Emerging technology, and the changing demands of
how and where we work, will all impact what jobs
will be in demand, and what the evolution of those
jobs and how we do them will look like.

11. Redefined Work, Workforce and Workplace in
the Technology Era Cont’s

12. Redefined Work, Workforce and Workplace
in the Technology Era Cont’s
Source: Deloitte Analysis 2021

13. Workforce in the Digital Era
They are
Data-
driven
Working with
artificial
intelligence,
machine
learning, and
robots
They
respect,
expect, and
understand
the value of
“good jobs”.
They are
committed
to advances
in equity and
the
environment

14. Workplace: The Paradigm shift
Organizations are now able to orchestrate a range of options as they
reimagine workplaces, from the more traditional colocated workplaces
to those that are completely distributed and dependent on virtual
interactions.
Source: Deloitte Analysis 2021
Workplace: The Paradigm shift

15. DIGITAL WORKPLACE
The 8 building blocks of a digital workplace
• Vision: Value propositions for the digital workplace.
• Metrics: Result, benchmarks, value and ROI.
• Strategy: Blueprint for effective execution.
• Processes: Focus on augmenting dynamic, creative &
non-routine work.
• Information: Data & content delivered in context.
• Technology: Mobile, cloud analysis, AI, content &
collaboration services.
Business Alignment
People Alignment
IT Alignment
• Employee experience (Smart work spaces, Participation
and contribution etc).
• Organizational change (Culture & structure, Skills and
competencies, Governance etc).
DIGITAL WORKPLACE
The 8 building blocks of a digital workplace

16. Global Workforce Strategies that foster
Human Capital Development

17. Global Workforce Strategies that foster Human
Capital Development Cont’s
Improve education for the workforce
Provide a work culture that
encourages creativity
Divide labour into specialized niches
Hire a diverse workforce
Provide ongoing coaching and
mentoring

18. Influence of Technology (automation and Artificial
Intelligence) on work and place of Work
Encouraging
innovation
and
creativity
Streamlining
repetitive
processes
with
automation
Manage cost
savings with
remote work
Improve
employee
productivity
and
satisfaction
The ability to
better serve
customers.
The
opportunity
to tap into
non-local
talent.

19. Frontier Technologies that redefine the work,
the workforce and Workplace
Robotics
Artificial
Intelligence
5G
Internet of Things Drone
Gene editing
Big data 3D printing
Blockchain

20. Potential Replacement of workforce by Technology
Jobs will be divided
between man and
machine
Advanced robotics and
artificial intelligence will
widen the range of tasks/jobs
that machines can perform.
Therefore, more employees
will be displaced.
Workers performing
similar tasks, for whom
the machines
can substitute will also
be replaced by
machine.
HOWEVER, The new
automation will eliminate
millions of jobs and create
new jobs for persons who
can complement the
automation

21. Automated World of Work
• In this transformative age of technology, automation and ‘thinking machines’
are replacing human tasks and jobs, and changing the skills that organisations
are looking for in their people.
• With these changes in work, competition for the right talent is fierce. And
‘talent’ no longer means the same as ten years ago.
• The public sector in Nigeria still needs to be awake to the reality of technology
• This is not a time to sit back and wait for events to unfold, rather the work,
worker and workplace have to be prepared for the future.

22. Big shifts as companies race to replace structured hierarchies with agile
networks of teams empowered to take action.
Business executives and Managers are looking for predictive analytics
tools to help make better decisions
Human capital management is becoming increasingly data-driven
Visible end to life long careers and need for continuous learning.
HR has become a very active area for AI and is beginning to undergo AI
enabled transformation in HR business processes.
The use of technology to shape the future of public workforce
Artificial Intelligence and the world of
work

23. Artificial Intelligence and the world of work

24. Would Digital Technology inevitably mark the
end of Large companies
The large companies
will be affected, but
technology will not end
it. Large companies
would:
• adopt and deploy these
digital technology to warp
speed.
• Move thousands of employees
from the office and factory to
home
• rejigger supply chains,
through e-commerce
channels, and leverage AI to
unearth smarter operations

25. Would Digital Technology inevitably mark the
end of Large companies Cont’s
______________________
If technology firms like Amazon, Apple, Alphabet Inc.,
Microsoft, Samsung Group, Meta Platforms among others
are growing and becoming bigger, other large companies
too can leverage technology
____________________

26. Future of work
Middle
management will
have different
responsibilities.
FUTURE OF
WORK
Employee data
collection will expand
Upskilling and digital
dexterity will outweigh
tenure and experience.
Remote work-life
balance will reveal
challenges.
Smart machines will
be our colleagues

27. Key Concerns About the Future of Work
Impact of Artificial
intelligence
Automation of work and
jobs
Fear of singularity
uncertainty
Ambiguity
Changing model
of work and work
structures
Machine
learning
Robots as
coworkers
Is this Evolutionary or
transformational
Unbridled
complexity

28. READINESS
TOOLKIT
Multiskilling
Digital
Literacy
Adaptability
Agility
Enterprise &
entrepreneuri
al
Resilience
Creativity
”The future belong to those who
learn skills and combine them in
creative ways’’
Robert Green
Future Work Readiness
toolkit

29. Core Skills for the Future
Critical thinking
Problem solving
Adaptability &
Flexibility
Communication
Leadership
Innovation and
Creativity
Agile &
Resilien
t
CORE
SKILLS

30. • Analytical
thinking
and
innovation.
• Active
learning and
learning
strategies.
• Complex
problem-
solving.
• Critical
thinking and
analysis.
• Creativity,
originality
and
initiative.
Core Skills for the Future
The World Economic Forum identifies the following top
five skills for the workforce of 2025

31. What Public Sector Needs to do

32. Keeping pace with future!!!
You can’t stop the waves from
coming
but you can learn how to surf.
Only the Malleable can surf the
turbulence inherent in the future career or job.
They glide through while others struggle on.

33. Adaptability
Responds to change with a willingness
to learn new ways to accomplish work
objectives ...
“Ability to learn quickly and leverage a
flexible mind-set in response to shifting
dynamics, adversity, and/or change”
….Nick Horney

34. Adaptability!!!!
Think
Behave
Act
Take
Control
• Work
• Decision
making
Enabling you
to:
Resilient
&
Agile

35. Adaptability
Compass
Figuring out how to
thrive in the world
…..Adaptability remains the ace for fitting into the future of work with ease

36. Learn Systems Thinking
• A system is an entity
which maintains its
existence through the
mutual interaction of its
parts
• Know exactly where
your piece fits in the
overall puzzle

37. Future of Work in the Public Sector: Ace toolkit
Focused &
Resilient
Curiosity
Chains of overlapping initiatives, enablers, the tricks, the
culture, …eye openers…
you only see them when you watch out for them
Proactive
Don’t get caught napping,
be part of creating the change Observant
Only the sufficiently discerning see and
understand the trends and implications
Courageous
Dare to stand out, challenge even
your own assumptions, no linear
thinking

38. Be Curious
“Millions saw the apple fall but only
Newton asked why”
-Bernard Brunch

39. Be Proactive
“Being proactive is the foundation of other
habits” -Stephen R. Curvy

40. Be Observant
““Learn to see what you are looking at.”
― Christopher Paolinice
Notice what goes on, keep pace with
events, trends, and feelings and share observations in
ways that create “ a pull situations”

41. Conclusion
“Let’s be honest, remote work is
here to stay. I don't think we're
ever going to go back to how it
was two years ago full time.”
–Grace Lee