Talentnomics lance richards talentnet dallas sep 13
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Lance Richards presented at TalentNet Live Dallas at Pizza Hut HQ 9/13/13 Talentnomics, The Next Next Business Crisis
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Talentnomics lance richards talentnet dallas sep 13
- 1. Talentomics: The Next Next Business Crisis
- 4. Effective average word per slide ratio 3.642
- 5. HR vs. the Global Village (Guess who’s winning?)
- 10. © AP
- 11. What must youdo?
- 14. 2013: CEO’s Top 10 Global Challenges Challenge Score 1. Human Capital 2.44 2. Operational Excellence 2.10 3. Innovation 1.99 4. Customer Relationships 1.72 5. Global Political/Economic Risk 1.68 6. Government Regulation 1.55 7. Global Expansion 1.31 8. Corporate Brand & Reputation .92 9. Sustainability .82 10. Trust in Business .46
- 15. 2013: CEO’s Top 10 Global Challenges Challenge Score 1. Human Capital 2.44 2. Operational Excellence 2.10 3. Innovation 1.99 4. Customer Relationships 1.72 5. Global Political/Economic Risk 1.68 6. Government Regulation 1.55 7. Global Expansion 1.31 8. Corporate Brand & Reputation .92 9. Sustainability .82 10. Trust in Business .46
- 16. 2013 - What About Talent? Europe No. 1 India CEOs No. 1 Asia/Pacific CEOs No. 1 China CEOs No. 2 USA No. 5 Source: Conference Board CEO Challenge, 2013
- 18. 58% AGREE Line Managers HR lacks capabilities to develop talent strategies aligned with business objectives 25% AGREE HR Managers
- 19. HR is not held accountable for success or failure of talent management initiatives 64% AGREE Line Managers 36% AGREE HR Managers
- 21. MttF? CpH? Frankly, almost no one cares.
- 22. Eyes rolling…
- 23. Choose your metrics wisely.
- 24. Agility
- 25. Results
- 26. What must youdo?
- 27. BUT NO LONGER SUFFICIENT Being good at HR is required
- 28. AS WELL AS HR KNOWS HR HR must KNOW the business
- 30. WAR FOR TALENT
- 34. The Oops Point You are here... TODAY.
- 36. Yuma 31.8% Spain 26.6% Greece 26.8% Detroit 16.0% US 7.4% Dallas 6.4% China 4.1% Singapore 2.1% Thailand 0.62% Statistical Full Employment: 4.3%
- 37. The Jaws of the Snake Ten Year US Employment Picture
- 39. NIGER 7.16 SOMALIA 6.26 SUDAN 4.17 INDIA 2.58 WORLD 2.47 USA 2.06 RUSSIA 1.61 CHINA 1.55 JAPAN 1.39 HONG KONG 1.09 SINGAPORE 0.78
- 40. Gen Y’s Favorite Leisure Activity? UK USA World Surfing the Internet 34% 33% 37% Having sex 15% 18% 18% Brasil France World Internet 72% 7% 40% Dating 7% 54% 13% Sources: InSites.com Gen Y Around The World; April, 2012. Cisco Connected World Technology Report, December, 2011
- 42. What must youdo?
- 45. TSCMTalent Supply Chain Management
- 47. Supply Chain Differentiators Boxes Talent Does as it’s told YES NO Will route correctly, simply and predictably YES NO Has a voice NO YES Has an opinion NO YES Exercises choice NO YES
- 48. No. (Bad HR person. Bad!)
- 52. What must youdo?
- 53. Do not abdicate.
- 54. Supply chain = network
- 60. “In India, it takes engineers 2-3 years to recover from the damage of the educational system” Phaneesh Murthy CEO, iGate Patni
- 61. “The Number One threat to national security in the US is our K-12 educational system” Dr. Condoleezza Rice Former US Secretary of State
- 62. The end-consumer of education is not the kid, it’s the employer. Write that down.
- 64. In a knowledge economy, the only differentiator you have is knowledge.
- 66. Scary things.
- 68. The redefined workforce has redefined the workplace. Get used to it.
- 69. Office is a verb now, not a place.
- 70. If you can’t move the worker, MOVE THE WORK
- 71. skyscraperpe®
- 72. In 2050, what are we going to do with all these empty buildings?
- 73. “It is not the strongest of the species that survives… It is the one most adaptable to change.”
- 76. What must youdo?
- 78. #understandgeny
- 79. We really, really, really don’t like change. But we better learn to.
- 87. Loyalty: • Career • Network • Profession Not you.
- 90. I like pizza.
- 92. 2.4 years
- 95. #disruptHR
- 101. Wi-Fi in the house? 24/7. Math Homework? An app. Book reports? Apple Keynote. They will own employers.
- 103. What must youdo?
- 108. How we communicate drives how we attract and retain talent.
- 109. 1517
- 110. 2012
- 114. Source: Paul Butler @ Facebook, December 2010 blogpost; https://www.facebook.com/note.php?note_id=469716398919; http://pdf.secdatabase.com/700/0001193125-12-316895.pdf The People’s Republic of Facebook Teaching collaboration and crowd-sourcing since 2004
- 115. Virtual collaboration skills are critical to our future. Guess what facebook teaches?
- 116. What must youdo?
- 118. THE FUTURE IS
- 120. (or, maybe it was an hour ago, and we all missed it…)
Notas del editor
- Globalisation is bulletproof; there is now Global Scope in everything you do… Do you understand?
- Globalisation is bulletproof; there is now Global Scope in everything you do… Do you understand?
- The Ooops Point
- Education as an economic infrastructure issue
- What does this all mean? We discussed the backdrop of a demographic problem, as described in Section 2 above: A Demographic Problem—the Talent Tsunami. We’ve also covered the ensuing arrival and impact of a truly multi-generational workforce, as explained in Section 2: Recruiting and Retaining the Multigenerational Workforce. From these conditions, we have to arrive at several specific conclusions:
- Conclusion Why? The FutureSo, what must you do? Get ready. Managers who are unable to manage employees unless they see them either won’t make it, or will be consigned to “work here, be here” vocations. They’ll hit the workforce off-ramp long before they can spell ‘virtualization’. HR professional must be alert to these issues… certainly, HR professionals already know about the shifts in demographics, the acceleration of technology. But, how are they preparing their organizations? And how are they enabling managers to drive these shifts?<<insert graphic of an empty office floor… cubicles gone, cables lying on the floor at JFK>>I can tell you this much, based on my own up and down affair with this friend we call philosophy: Usually, they just discover better questions over time. Not so bad really. But, then again, really? No answers at all? So, what’s the point exactly? It saves you time.
- And, this could NOT have been at a worse time…What, specifically, were you smoking, and why weren’t you sharing?We have a statistical certainty in the workforce heading our way, and, frankly, we have our hands full dealing with that.You have now decided to change the rules midgameWe must now execute truly significant change in our workplaces and in the workforce… and we really, really, really don’t like change
- CommunityCommunity (you call it social networking now) used to require some level of physical proximityTypically included beers, franklyNetwork was smaller, but more robustConnections were strong, and continually reinforced
- CommunityNow, your social network is defined by sheer spanSix weeks ago, I would’ve argued that your networks may well be broader than 20 years ago, but that your actual connections were far more tenuousToday, I sit stunned… your networks have shown a surprising level of JIT formation, a resilience supported by Facebook, Google and Twitter (names that didn’t exist even TEN years ago!)And, rather than finding these networks to be tenuous due to overreach, the tenacity of your networks has brought down governments in two countries… in the last 21 days! (and Libya doesn’t look so good just now, either)Facebook has become the Molotov Cocktail of the 2010s
- Generation B (1990-Now) is comingMost tech-enabled generation yet:Had Gameboys / Leapsters in their hands at a very early ageComputers in the kitchen as a kidEvery classroom they’ve been in had a PCProbably carried a cellphone when babysitting at 12Watch their Xer parents juggling cellphones and blackberrysThey don’t just IM, they set-up P2P in their classroomsThey will own employers… supply/demand will be turned upside down!Unprecedented workplace demands
- Gen B- why they will make the Millennials look like nice kids.