The contribution of the employment & recruitment industry in a …€¦ · fair benefits while only...
Transcript of The contribution of the employment & recruitment industry in a …€¦ · fair benefits while only...
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Denis Pennel – Ciett Managing Director © - 1
The contribution of the employment & recruitment industry
in a changing world of work
Denis Pennel Ciett Managing Director
Ciett WEC 26th May 2016
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Job and work are increasingly
decoupled
A new golden age of
entrepreneurship is facing us
« Work »
and the « Workplace » are facing a revolution
Talents are in the
cloud
Added-value of labour
intermediation is being
redefined
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The trends shaping a new world of work
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The changing world of work:
What is expected from the industry?
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Why are labour markets becoming more complex?
Greater global
competition
Less trust in
institutions
Reducing product
lifecycles
Business & Human Rights
pressure
Changing job and career concepts
Calls for gender parity
Greater diversity
every-where
Greater speed of reaction
End of unity of work in
time and space
focus on core
business and
delivery
More collaborative
work
Difficulty with
authority
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A multiplication of new forms of work
Agency Work
Fixed-term
Part-time
Sub- contracting
Flexible working
hours
Multi-activity
Self-employed
CRISIS FINANCIARISATION GLOBALISATION
Costs reduction
Sourcing & testing workers
Adapting workforce to economic cycles
Increasing labour market participation
Outsourcing HR management
PER
SIST
ENT
UN
EMP
LOY
MEN
T
ICT
Improving customer relationships
Mass-customisation of goods & services
Increase adaptability & reactivity
NEW SUPPLY MODELS
Individualisation of working conditions
Weakening of Command & Control
MORE AUTONOMY
REQUEST
IND
IVID
UA
LISATIO
N
NEW ECONOMIC MODEL
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This complexity is fully recognised by companies
Source: Deloitte Human Capital Trends 2015
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It is the very nature of work which is changing
Hierarchy/Top down Flat Hierarchy/Bottom up
Presenteism Nomadism
Processes Modular tasks
Repetitive work Highly contextual work
Silo/Function-based work Horinzontal/project based
Organisation-centric Human cloud
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Source: Les Echos
Boeing works with 28,000 suppliers from all around the world
Fragmentation of Production 70% of Boeing 787 fabrication is subcontracted!
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Core business
(OEC)
Free-lances
Interns
Interim Management
Crowdsourcing
FTC, part-time
Strategic alliances
Consultants Sub-contractors
Shared Services Centers
TAW
3rd level
2nd level
1st level
« Cultivating communities of workers will become
one of the key disciplines of 21st-century business »
Thomas Malone in The Age of Hyperspecialisation (Harvard Business Review 2011)
Fragmentation of production The rise of a remote and distributed workforce
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The industry can deploy a full range of services
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Simplexity: the solutions provided by the industry
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The changing world of work:
What is expected from the industry?
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The concept of a career is changing The rise of protean career
0
5
10
15
20
25
30
35
40
45
18 20 22 24 26 28 30 32 34 36 38 40 42 44 46 48 50 52 54 56 58 60 62 64 66 68 70
Wage earner (open ended contract) Self-employed
(free agent, consultant)
Wage earner (temporary contracts)
Age
Weekly working hours
= transitions
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Towards a casualisation of work ?
Nature of employment relationship
Contractuali-sation
Length
Place of the relation
Job for life
Open ended contract
Decades
Intra entreprises
Employability
Diversity of labour
contracts
Years
Inter entreprises
Freelance
Self employed
Months/Days
Projects
On demand expertise
Contract for services
Hours/ Minutes
Real time market places
Based on Thomas Malone – The spectrum of jobs - 2003
Does the employment relationship tend to shorten?
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Are we all to become free-agents?
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The industry is enabling work for a wide range of people
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Flexicurity: the solutions provided by the industry
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The changing world of work:
What is expected from the industry?
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Agility and adaptability are key to tackle key challenges
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of companies experience difficulty recruiting staff
At World level
61%
While unemployment is high, recruitment does not come that easy…
Shortages of skilled staff 87%
Salary uncompetitive 49%
Location undesirable 30%
Main reasons
Source: Kelly Services
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Denis Pennel – Ciett Managing Director © - 22 Source: Towers Watson 2012
Downsizing
Employer high demand
Job disenchantment
Excessive reporting
Workplace toxicity
Stress management
Corporate world is facing a disloyal workforce Only one third of workers say that they are highly engaged
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Denis Pennel – Ciett Managing Director © - 23 Source: Global Human Capital Trends 2014 by Deloitte
Talent management is on top of global HR concern
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81% of HR professionals think employees would
recommend the organisation to a friend. Only 38% actually would
71% of HR professionals think the organisation has fair benefits while only 48% of employees agree with this statement
83% of HR professionals think their employees plan to stay for the next year. Only 41% of employees agree with this statement
HR Perception Vs. Reality research by Kenexa - 2012
Employee-Employer relationships Mind the Gap!
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Talent development is on top of HR priorities
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Industry’s role to employability is clearly recognised
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Denis Pennel – Ciett Managing Director © - 27 Source: SIA – Total Management Management Report 2015
Engagement policy must be extended to non-employees
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Adaptagility: the solutions provided by the industry
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The future of our industry is bright because HR is the most powerful change enabler!
We are labour market
enablers!
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Thank you!
Follow me: Denis Pennel @PennelDenis
New Reality of Work
La nouvelle réalité du travail