1.
Talent Management
2020
How to Get There from Here
Slides compiled by:
Katherine Jones, Ph.D.
Vice President, HCM Technology Research
Bersin by Deloitte
Deloitte Consulting LLP
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2.
Next Generation Talent Management
Solutions: Think about 2020
 Who will we be managing in 2020?
 How will we manage our talent differently than we do
today?
 How might it change the way we look at “work?”
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3.
Bye-Bye Boomers!
 By 2029, the U.S.
workforce will have
waved “bye-bye” to the
Baby Boomers leaving
Generation-X the
Millennials and their
successors at the helm
of organizations.
 Today’s Ages
(Roughly):
- Boomers are between
51-68
- Gen X are 30-50
- Millennials are 8-29
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4.
Bye-Bye Boomers!
 By 2029, the U.S.
 Today’s Ages
workforce will have
(Roughly):
waved “bye-bye” to the  Boomers are between
Baby Boomers leaving
Millennials51-68 be
will
Generation-X the
50% of the USA 30-50
 Gen X are
Millennials and their
successors at workforce in
the helm  Millennials are 8-29
of organizations.
2020
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5.
Millennials:
• Born between 1982 and 2004
• In 2020, they will be between 16 and 28
years old
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6.
Question
Respond in the Comments section below
Are you a:
Boomer – Born between 1945 and 1961
Generation-X-er – Born
between 1961 and 1981
Millennial --
Born between 1982 and 2003 (also known
as “Generation-Y
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7.
Millennials are Different
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8.
80% of
Millennials
sleep with their
phones next to
their beds
They send
about 20
txts a day
http://www.forbes.com/sites/jeannemeister/2012/10/05/millennialmindse/
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9.
They are “trophy kids”
– Participation is
enough to get an award
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10.
Millennials
are a Global
Phenomenon
• 75% of the
global
workforce by
2030.
:
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11.
28 % of
managerial
positions in
the U.S. are
already held
by
Millennials
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Question: The Wild Guess Question
What percent of your workforce today is
represented by:
1/4
1/2
3/4
100%
Boomer
Gen X
Millennial
› Boomer – Born between 1945 and 1961
› Generation-X-er – Born between 1961 and 1981
› Millennial -- Born between 1982 and 2003
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13.
What Will Matter at Work: The
Millennials…
 Have developed work
characteristics and
tendencies from doting
parents, structured lives,
and contact with diverse
people.
 Are used to working in
teams and want to make
friends with people at
work.
 Work well with diverse
coworkers.
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14.
Collaboration is Global
Collaboration is Global
And immediate
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15.
But the Global Picture for Millennials
isn’t Pretty…
 More than 7.5 million young Europeans aged between 15
and 24 are not employed or enrolled in education or
training
 The rate of youth unemployment is more than double that
for adults, and more than half of young people in Greece
(59%) and Spain (55%) are unemployed.
(Marc Coleman):http://blog.hrtecheurope.com/2013/05/future-work-millenial-update
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16.
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18.
Myths Prevail
 Myth: Millennials are socially focused and motivated by
giving back to society.
 Reality: Millennials have lower scores in altruism, coupled
with higher narcissism, assertiveness, self-esteem, and
individualistic traits in general.
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19.
Unique Traits of Millennials—Based on
Research

20.
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21.
Less Prepared
Standardized test scores of
high-school students in the
U.S. continue
to be at an all-time low
Motivated
Even in high school, Millennials
In the U.S. worked to the same
extent as Gen-Xers and Boomers.
Pursuit of Balance
Work is less central to their life and
their identity; more younger workers
today expect a meaningful
life outside of work.
Happy Campers
American Millennials are more
satisfied with their work than are GenXers and Boomers.
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22.
What Millennials Need at
Work
Bersin & Associates. 2011.
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23.
HR’s Effectiveness and Managerial Competence in Delivering What Millennials Need
23
Bersin & Associates. 2011.

24.
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25.
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26.
Employed
with Benefits
Interim
Exec
Long-term
temp
Short-term
Contingent
Contractor
By 2020, more than 40% of the
US workforce will be contingent
workers; that’s more than 60
million people
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27.
“Work” is Where the Worker is
Or Will
Be…
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28.
What Will it Mean
for your 2020
Workplace?
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29.
Conclusions: HR Action Items
 Recruit and hire to compensate for younger employees’ higher turnover rates
 Plan for the mobile, contingent workforce
 Beef up your manager’s onboarding skills
 Address your learning programs: develop the Millennials’ skills to close the gap
left by secondary education
 Support innovation and collaboration – seek the balance
between fresh (sometimes irreverent) ideas and working with a
team to make ideas reality
 Provide acknowledgment for achievements through pay-for performance
practices and other types of recognition to motivate
 Promote employee engagement to counteract Millennial flight
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30.
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services. This publication is not a substitute for such professional
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or action that may affect your business. Before making any decision
or taking any action that may affect your business, you should
consult a qualified professional advisor.
Deloitte shall not be responsible for any loss sustained by any person
who relies on this publication.
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31.
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