Saturday, April 8, 2023

Are you ready for the Human Age?Luc Engels, Director ManpowerGroup Solutions

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“THE QUESTION THAT FACES THE STRATEGIC DECISION MAKER IS NOT WHAT HIS

ORGANIZATION SHOULD DO TOMORROW. IT IS, WHAT DO WE HAVE TO DO TODAY TO

BE READY FOR AN UNCERTAIN TOMORROW?”

Peter Drucker

A Time of Risk and Uncertainty

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Human AgeTalent Mismatch

Uncertainty

Changing Mindsets

Social Shifts

Human PotentialMature vs. Emerging Market Growth

Interconnected

Global Connectivity

Power of the Individual

Shorter Skills Life Cycle

Do More With Less

Disruption

Bifurcation

Volatility

Talentism

One Size fits One

Power of the Community

Chaotic

Compressed Economic CyclesTechnological Changes

Major Agent of Growth

Rise in the Middle Class

Value Compression

Political Shifts

Individual ChoiceBubblization of Society

The World We Live In…

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We are in The Human Age…In this new age it will be the power of

human potential that drives

companies and communities forward.

Winning in the Human Age requires a

new way of thinking about and

approaching your workforce or your

career.

The only certainty is uncertainty

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World of Work Trends

People are connecting in

new ways

People have the power of knowledge

People with the right skills

are hard to find

People have the power of

choice

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Demographics and the talent mismatch are increasing the pressure to find the right skills in the right place at the right time as working age populations decline, economies rebound, emerging markets rise, and the nature of work shifts.

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The Talent Mismatch

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Individual Choice is eliminating the one size

fits all approach and elevating the need for

one size fits one.

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One Size Does Not Fit All

Traditionalist

Born 1928-1945

Boomer

Born 1946-1964

Generation X

Born 1965-1979

Generation Y

Born 1980-1995

Pragmatic ImmediacyIdealistic

Each generation approaches work differently, shaped by the economic, social and political forces of their time.

Hierarchical

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Customers have more access to information, experts and lower cost channels which increases visibility and subsequent pressure on companies to deliver value. Employers have become more sophisticated in assessing their workforce and are looking for specific skills that enable their companies to do more with less to meet ever-rising consumer needs.

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In a global inter-connected world your customers know more and expect more.

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Rapidly changing technology and greater global arbitrage increases individuals’ and organizations’ choice of where, when and how work is performed, and with whom.

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Technology has long transformed the way we work

Talent can be virtually accessed anywhereCompetition is everywhere

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This is

HUMANAGE

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20 Epic Shifts of the Human Age

YESTERDAY TOMORROWIndustrial/Information Ages The Human Age

Capitalism Talentism

Access to capital the differentiator Access to talent the differentiator

Driven by owners and companies Driven by skilled individuals

Workers chasing companies Companies chasing workers

Companies dictate terms Employees dictate terms

Workers living near (or from) place of work Workers living (or from) anywhere

Talent glut Talent shortage

Unemployment from over-supply Unemployment from specific demand

Technology the enslaver Technology the liberator

Closed borders Open borders

Migration rare Migration commonplace

Job for life Multiple jobs by age 38

Corporate opacity; secretiveness Corporate transparency; openness, human approach

OECD countries growing and dominant Non-OECD countries growing and dominant BRIC-MIST, esp. China, India, Africa

Work for an organization Work with an organization

Be lean and mean Look out, not in

Size matters Agility matters

Hire power Hire passion

Command and control Flexible frameworks

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Employers have to anticipate the return of the economy growth, redesigning the future of their organisations

ManpowerGroup’s role is to help to accelerate is to help them by providing short term and long term solutions

Boost Agility

Work Models

People Practices

Talent Sourcing

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Agility & flexibility – keypriorities for 2004

• Barriers to change :o Speed of decision makingo Employee commitmento Leadership focuso Technological

capabilitieso Workforce capabilities

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Explore New Talent Sources Transforming the Talent Ecosystem

PermanentEmployees

CrowdOutsourcedTalent Pools

ContractTalent Pools

ConsultantTalent Pools

RetiredTalent

?

Communities

ContingentTalent Pools

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Full-TimeEmployees

Key Questions to manage the new FM ecosystem

• What is the “right” mix of workers for us?

• What positions are best filled by contractors? By full-time employees?

• How do I decide whether to hire full-time, contract, or outsource?

• What is the right sourcing model for these resources?

• And how do I put a process in place to keep this balance optimized?

Project/OutsourcedResources

ContractResources

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Do you have a Facility Management Strategy aligned to your Business Strategy?

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Key trends Facility Management for 2014

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