Workforce 2024 - SHRM · 9/29/2014 · By 2050, a Majority of the U.S. Workforce Will Be Hispanic...

Workforce 2024:Transforming Your Mindset for the Evolution of Work

SHRM Foundation2014 Thought Leaders Retreat

September 29, 2014

The EIU Report Highlights Important Themes for Our Future

• Challenging demographic shifts

– An aging population in many areas– Large pockets of youth

• A broad mismatch between education and opportunity

– Rise of the service sector– Concerns regarding educational vigor

• Technology-driven changes in the way work is done

– Remote, globally linked– Decline of mid-tier jobs

• Growing workplace diversity

Evolution of Workand the Worker

2 | © 2014 Tammy Erickson Associates. All Rights Reserved.

And Issues a Challenge . . .

Major companies . . . have the resources and the collective manpower to understand and even fashion the future, and then modify their organizations accordingly. . . .People are the very lifeblood of a knowledge economy. And those people, along with their working routine and the nature of their jobs, are changing in front of our eyes. Will companies be sufficiently alert and nimble to respond to this huge challenge?


What’s New About the Workers?

• Hispanic• Female• Old(er)• Entrepreneurial• Mobile


http://www.google.com/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&docid=H7paK5UjskFj8M&tbnid=O4RUiOEgfXnyVM:&ved=0CAUQjRw&url=http://www.glennllopis.com/2011/01/hispanic-leadership-in-the-next-decade-we-must-unite-to-earn-the-right-to-have-sustainable-influence.html&ei=aK52UqveK5a1sATAsYCABw&bvm=bv.55819444,d.cWc&psig=AFQjCNG3n5PO4z_sOnsrDlXUJ6TJ1P0dQA&ust=1383595998633588http://www.google.com/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&docid=H7paK5UjskFj8M&tbnid=O4RUiOEgfXnyVM:&ved=0CAUQjRw&url=http://www.glennllopis.com/2011/01/hispanic-leadership-in-the-next-decade-we-must-unite-to-earn-the-right-to-have-sustainable-influence.html&ei=aK52UqveK5a1sATAsYCABw&bvm=bv.55819444,d.cWc&psig=AFQjCNG3n5PO4z_sOnsrDlXUJ6TJ1P0dQA&ust=1383595998633588

Pulling in Divergent Directions

The workforce within large corporations

People who do work broadly


http://www.google.com/url?sa=i&source=images&cd=&cad=rja&uact=8&docid=UcH7_XC1mu5BZM&tbnid=2BqakmUTIqoEMM:&ved=0CAgQjRw&url=http://seekingsharedlearning.blogspot.com/2013/06/tug-of-war.html&ei=egcxU7zKJ4juoAT4_4DADg&psig=AFQjCNFxrnYRvrds3CEw0olcF-jnv0_uXw&ust=1395808506700790http://www.google.com/url?sa=i&source=images&cd=&cad=rja&uact=8&docid=UcH7_XC1mu5BZM&tbnid=2BqakmUTIqoEMM:&ved=0CAgQjRw&url=http://seekingsharedlearning.blogspot.com/2013/06/tug-of-war.html&ei=egcxU7zKJ4juoAT4_4DADg&psig=AFQjCNFxrnYRvrds3CEw0olcF-jnv0_uXw&ust=1395808506700790

By 2050, a Majority ofthe U.S. Workforce Will Be Hispanic• By 2050, Hispanics will represent 55% of the nation’s workers, aged 18-65• On average, Hispanics are almost a decade younger than the general

population• More than a third of Hispanics are less than 18 years old• Fertility rates of Hispanics are higher than the natural replacement level

Source: Nevaer, Louis E. V. and Vaso Perimenis Ekstein, HR and the New Hispanic Workforce, Davies-Black Publishing, 2007


http://www.google.com/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&docid=GqXS_mOyt0odoM&tbnid=GEh53nv-o5649M:&ved=0CAUQjRw&url=http://govcentral.monster.com/benefits/articles/387-federal-workforce-diversity-why-agencies-seek-out-minority-workers&ei=fqp5UrbMFMGpsATGuoH4DQ&bvm=bv.55980276,d.cWc&psig=AFQjCNGPhPcQ_R8jN-T1DTgU1IR64LlzSg&ust=1383791588484506http://www.google.com/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&docid=GqXS_mOyt0odoM&tbnid=GEh53nv-o5649M:&ved=0CAUQjRw&url=http://govcentral.monster.com/benefits/articles/387-federal-workforce-diversity-why-agencies-seek-out-minority-workers&ei=fqp5UrbMFMGpsATGuoH4DQ&bvm=bv.55980276,d.cWc&psig=AFQjCNGPhPcQ_R8jN-T1DTgU1IR64LlzSg&ust=1383791588484506

Proportion of the U.S. Working-Age Population, Ages 25-64

0

10

20

30

40

50

60

70

80

90

1980 2020

WhiteAfrican AmericanAsianNative AmericansHispanic or Latino

Sources: U.S. Census Bureau and U.S. Population Projections, based on the 2000 Census


Projected Change in the U.S. Population, 2000-2020

-10

-5

0

5

10

15

0 to 17 18 to 24 25 to 44 45 to 64 65 andOlder

WhiteAsianAfrican AmericanHispanic or Latino

Source: U.S. Census Bureau

Mill

ions


College Enrollment Rates Among18 to 24-Year-Old High School Grads

Source: Pew Research Center

analysis of the CPS Historical School Enrollment Time

Series Tables


Hispanics Are Likely to be the Most Important Source of Talent for Large Firms

• The overall Hispanic population is growing rapidly

• Hispanics are particularly drawn to larger, well-established firms with recognized brands

• Gen Y’s as a whole prefer working in small organizations and having entrepreneurial opportunities

– A recent Deloitte survey found that only 20% of Y’s overall want to be a leader in a large organization

Source: Deloitte 2013


Source: “Building and Supporting Ethnic Diversity,” Tammy Erickson Associates 2013

• Hispanics place a large value on an employer’s stability and reputation– Companies should emphasize well-thought-out career development options --

attractive promotion possibilities and access to skills required to attain them

• Work plays a very important role in Hispanics’ lives– A major source of pride and a route to upward mobility and economic security

• Learning and development are core elements of the optimum experience– Receiving needed training and development is important in creating engagement

• Job security and the employer’s reputation and stability are extremely important to the Hispanic workforce

– 91% said the company would have to be financially stable and secure

Emphasize Traditional Values . . .



http://www.google.com/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&docid=H7paK5UjskFj8M&tbnid=O4RUiOEgfXnyVM:&ved=0CAUQjRw&url=http://www.glennllopis.com/2011/01/hispanic-leadership-in-the-next-decade-we-must-unite-to-earn-the-right-to-have-sustainable-influence.html&ei=aK52UqveK5a1sATAsYCABw&bvm=bv.55819444,d.cWc&psig=AFQjCNG3n5PO4z_sOnsrDlXUJ6TJ1P0dQA&ust=1383595998633588http://www.google.com/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&docid=H7paK5UjskFj8M&tbnid=O4RUiOEgfXnyVM:&ved=0CAUQjRw&url=http://www.glennllopis.com/2011/01/hispanic-leadership-in-the-next-decade-we-must-unite-to-earn-the-right-to-have-sustainable-influence.html&ei=aK52UqveK5a1sATAsYCABw&bvm=bv.55819444,d.cWc&psig=AFQjCNG3n5PO4z_sOnsrDlXUJ6TJ1P0dQA&ust=1383595998633588

• Hispanics are not looking for traditional work arrangements

– Often part of large extended families, with a strong sense of responsibility to other family members, most Hispanics are looking for flexible arrangements

• Ideal work arrangements include time shifting, asynchronous work, and flexible schedules

– Embrace family-friendly flexibility• Provide ways to communicate workplace

success with a broad community– Include innovative status-related recognition

(such as badging) that can be easily shared with an extended community

. . . Offer Forward-Thinking Practices



http://g92.org/immigration-and-family-values/hispanic-family/http://g92.org/immigration-and-family-values/hispanic-family/

Women in the Workforce

“Women are poised to play a significant role in the global economy in the coming decade – as significant as that of the billion-plus populations of India and China– yet this Billion has not yet received sufficient attention in many countries from governments, business leaders or other decision makers. This represents a missed opportunity.”

Melanne VerveerU.S. Ambassador-at-Largefor Global Women’s Issues

Source: “Unlocking the full potential of women at work,” Joanna Barsh and Lareina Lee, McKinsey & Company, 2012


http://www.google.com/url?sa=i&rct=j&q=women+around+the+world&source=images&cd=&cad=rja&docid=UH2QooK5NTB2VM&tbnid=yQd7I6PQ5Cz02M:&ved=0CAUQjRw&url=http://kidculture.org/tag/best-places-for-women-around-the-world/&ei=OCLkUd6JE4apyAHhioGADg&bvm=bv.48705608,d.cGE&psig=AFQjCNEMKSMVPRwU-5p6dFcJ-VU01ek2dw&ust=1373991856871344http://www.google.com/url?sa=i&rct=j&q=women+around+the+world&source=images&cd=&cad=rja&docid=UH2QooK5NTB2VM&tbnid=yQd7I6PQ5Cz02M:&ved=0CAUQjRw&url=http://kidculture.org/tag/best-places-for-women-around-the-world/&ei=OCLkUd6JE4apyAHhioGADg&bvm=bv.48705608,d.cGE&psig=AFQjCNEMKSMVPRwU-5p6dFcJ-VU01ek2dw&ust=1373991856871344

Educational Attainment in 2013

Associate Degrees

MenWomen

Masters Degrees

MenWomen

Doctorates

MenWomen

Bachelor Degrees

MenWomen


Important Educational Gainsfor Women Around the World

Proportion of Adults with Tertiary Education

Source: “Report on the Gender Initiative: Gender Equity in Education, Employment and Entrepreneurship,” OECD, May 2011.


PresenterPresentation Notes

Fixing the “Leaky Pipeline”

• Design task-based work– Structuring important work so it

can only be done on a full-time basis severely limits its attractiveness to women (and many men)

• Make flexible hours the norm– Equating long hours with the price

of success has a profoundly negative effect on women’s emotional commitment to the company

• Show approbation for diversity– Leaders who exhibit a warm

acceptance of diverse perspectives, along with an appreciation of and curiosity about different points of view, are more inviting to women

Source: “Women in the Global Workforce,”Tammy Erickson Associates 2014


The Re-Generation’s Shared Experiences


From 2008 onward• Recession and refinancing• Resource shortages – energy,

water• Self-reliant parents• Reality TV• Mobile technology

The cold water reality of inconvenient truths

Those born after 1995 are not Millennials or Gen Y’s

Source: “Preparing for the Re-Generation,”Tammy Erickson Associates 2014

Characteristics of the Re-Generation . . .

Piggy Bank Kids: They defer gratification and save for the futureDigitization of Status: They will downsize and accrue value in new formsNor a Borrower Be: They will rent – and generally access goods and services in innovative ways – and are reluctant to incur debtSwap Shop: They recycle, share, borrow, trade and barterParenting by Text: They are normal, not exceptional, users of technologyHashtag: They function in – and through – a networkE-Trade Experts: They are licensed and authorizedModern McGuyvers: They improviseFinite Limits: They care about the environmentSomething for Everyone: They compromise



Preparing for the Re-Gens: New Finances

• They will be unlikely to make impulse purchases of major items based on financing offers• The popularity of old fashioned models for purchasing, such as lay-away, will grow • Industries dependent on consumer credit must adapt to their reluctance to incur debt • Debit cards and pre-loaded purchase cards will increase in popularity over credit cards• They will have an extended sense of time, a willingness to be enrolled for the long term

and to defer gratification



For Re-Gens, Neither Houses Nor CarsAre Status Symbols

05

101520253035404550

A nice home is an important status symbol A nice car is an important status symbol

Perc

ent

Agree Strongly Agree

Results based on a proprietary online survey of 1,077 teens, ages 13, 14, 15, and 16, conducted in October 2012

by Carbonview Research for Tammy Erickson Associates



Preparing for the Re-Gens: New Offerings

• Most have an utilitarian view of capital goods and a diminished desire for ownership

• Home ownership rates are likely to decline – many will rent for significant portions of their lives

• Develop business models to spread the cost of goods over a broader network of individuals

– Leverage technology to find creative approaches to access goods on-demand

– Play to their financial caution• Expect the Re-Gens to live in cities where they can take

advantage of public transportation and other shared services –consider when locating offices and outlets

• Re-Gens’ better understanding of the value of money and savings will influence their preferences for benefits

– They will be smarter consumers of health care, and raise their expectations for retirement and pension plans from employers



Behavior for a World of Finite Limits

• Sensitivity to multiple points of view

• Pragmatic consideration of trade-offs and long-term balance

• Acceptance of compromise as inevitable – a normal and necessary process

• Group dynamics that recognize differing needs

• While Gen Y’s were good at collaboration, the Re-Gens bring the added skill of compromiseSource: “Preparing for the Re-Generation,”

Tammy Erickson Associates 2014


Globally, Many of the Re-GensLive in China and India

0

50

100

150

200

250

300

350

400

US Brazil China Egypt Germany India Nigeria Russia SaudiArabia

UnitedKingdom

Mill

ions

0-1415-29

Source: International Data Base, US Census Bureau


Significant Shifts within the Workforce: Gender Imbalance

0 50 100 150

China

India

Women in their 20'sMen in their 20's

Male Surplus in 2025 China 16 millionIndia 11 million

Population in 2025


Global Youth

• Appreciate– Withhold judgment – don’t jump to

conclusions

• Acknowledge– Legitimize diverse perspectives– Be cautious of “global” approaches

• Arbitrate– Surface differences and establish

clear and effective group norms

• Adapt– Frame and deliver messages in ways

that are meaningful to each individual

Source: “Generations and Geography,”Tammy Erickson Associates 2013


Declining Birth Rates Around the World

Source: "Changing Global Demographics," H.S. Dent Publishing, 2007, based on data from the United Nations.

4

6

2

0

1

3

5

Births per 100 Population

1820 1900 1950 1998

African Avg

India

Brazil

ChinaUnited States

Western European Average

Japan


United States: Population Pyramid

Source: International Data Base, U.S. Census Bureau


Germany: Population Pyramid

Source: International Data Base, U.S. Census Bureau


Thirty Productive YearsAfter Your First Corporate Career

13.6

19.420-25

1.2

Year

s

30 +


Chart1

1900

1980

1990

2000

2010

1960

1.2

13.6

19.4

22

30

Sheet1

19001980199020002010

19601.213.619.42230

Life Expectancy After Pensionable Age

0 5 10 15 20 25 30

United States

United Kingdom

Spain

OECD Average

Italy

Germany

France

MenWomen

Age in Years

Source: Pensions at a Glance: Retirement-income Systemsin OECD and G20 Countries, OECD, 2011


The Human Race Is DevelopingNew Life Stages

Old AgeActive AdulthoodChildhoodActive Adulthood(post child-rearing)

Odyssey Years

Gen Y’s have added a 10 year period of exploration:

Odyssey Years

Most Boomers will havea 30 year period of post child-rearing

Active Adulthood


The Most Significant New Life StageOccurs After Age 60

Old AgeActive AdulthoodChildhood

Active Adulthood(post child-rearing)

Odyssey Years

18-20 30-ish 60-65 90+


What Are the Implicationsof This Life Stage?

• For individuals: Retire retirement . . . or have a really good, 30-year plan• For society: Capitalize on a plethora of human capital

– Harness energy, time, and skills for social, entrepreneurial, cultural benefit– Create national (or global) “give back” programs – Boomers are the generation to

do it

• For governments: Assume – and assure – economic contribution• For businesses: Prepare to tap into the largest pools of talent possible

– Recognize that we are headed for a talent shortage– Even the increasing rate of participation in the workforce forecasted for older

people will not compensate for the decreasing rate of participation by younger people. The US Bureau of Labor Statistics has projected an overall decrease of 1.5 % in the labor force participation rate by 2018.

• For Gen X’ers: Create new roles for them

Source for BLS data: “Flex Strategies To Attract, Engage & Retain Older Workers,” Innovative Practices Executive Case Report No. 5, The Sloan Center for Aging & Work at Boston College, 2012


Break the Stereotypes: Some WorkBenefits from Age and ExperienceFour major relationships between work and age:

1. Age-enhanced activities – performance benefits from experience;2. Age-neutral activities – work that requires firmly established skills that can be

used automatically with no influence of age3. Age-counteracted activities – aging workers face increased difficulty in some areas

but are able to compensate;4. Age-impaired activities – tasks demanding

speed and muscle power, such as those requiring continuous rapid information processing (air traffic controllers) and/or strenuous physical activity (professional athletes)

• Often any decline in cognitive processes is due to disuse or atrophy and can be counter-acted through positive challenge

Source: “Working and Ageing: Emerging Theories and Empirical Perspectives,” European Centre for the Development of Vocational Training, Publications Office of the European Union, 2010 citing Warr, 1994


The Shape of Careers to Come:“Down Shifting” for Ongoing Contribution

20s

30s

40s50s

60s

70s

80sCareer

Development

Career Deceleration

Source: Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent by Dychtwald, Erickson, and Morison, April 2006


Ten Plus One:Actions to Take Now!

1. Restructure the time and place of work 2. Make work physically easier 3. Develop approaches to tap expertise4. Broaden your definition of “workforce” 5. Leverage Boomers’ specialized skills,

unique capabilities, and lifestyle 6. Help them plan7. Train them8. Help them experiment 9. Help them leverage their skills outside

your organization 10. Develop realistic succession plans and

well-grounded workforce strategies


1. Turn the leadership reins over to Generation X

http://www.google.com/url?sa=i&source=images&cd=&cad=rja&uact=8&docid=dLRs794YSMGPgM&tbnid=VOjkODmKcGv4MM&ved=0CAgQjRw&url=http://www.sodahead.com/united-states/should-older-workers-be-kicked-out-of-the-workplace/question-1886275/&ei=AJYpVNDRCMnaoASgyIKwBg&psig=AFQjCNEXwRTIo3GGq8nHhrcKFXasid_5Pw&ust=1412097920267192http://www.google.com/url?sa=i&source=images&cd=&cad=rja&uact=8&docid=dLRs794YSMGPgM&tbnid=VOjkODmKcGv4MM&ved=0CAgQjRw&url=http://www.sodahead.com/united-states/should-older-workers-be-kicked-out-of-the-workplace/question-1886275/&ei=AJYpVNDRCMnaoASgyIKwBg&psig=AFQjCNEXwRTIo3GGq8nHhrcKFXasid_5Pw&ust=1412097920267192

The Contingent Workforce:30% Today, Growing 3-4 Times Faster

The notion of permanency is slipping away . . . The idea of lifetime employment is gone . . . The idea of teams where all of the people come from within one company is past . . .

It’s a contingent world

Source: Lessons of the ‘Great Recession,’” Adecco USA White Paper, December 21, 2010, from The Contingent Knowledge Workforce, by Dr. Margaret Schweer, March 17, 2011


An Explosion of Mobile Technology Offering Constant Contact

• Small mobile devices with significant computing power have become a routine part of day-to-day life

• By age 11, half of the children in the U.S. have their own cell phones

• 6% of 2- to 5-year-olds have their own smartphone

Source: “CyberTots: Pre-teens Drive iPad Purchases, Join Social Networks,” Jack Neff, Advertising Age, April 20, 2011; LMX Family Study 2011, Ipsos OTX


Technology Drives News Ideas About Work

• Expect new relationships to authority –“authorized”

• Re-think your decision-making and authorization processes

• Recognize that they will be turned off by organizations that limit their access to information

• Don’t expect workers to schedule or plan• Use peer-to-peer influence• Sell your ability to help make connections• Recognize that organizational boundaries

make no sense to many – sharing is fundamental to the way they work


The “Fraying” of the Workforce:Distinct Segments ~ Divergent Needs

Old (er)

Hispanic

Female

Mobile

Entrepreneurial

Flexible


http://www.google.com/url?sa=i&source=images&cd=&cad=rja&uact=8&docid=UcH7_XC1mu5BZM&tbnid=2BqakmUTIqoEMM:&ved=0CAgQjRw&url=http://seekingsharedlearning.blogspot.com/2013/06/tug-of-war.html&ei=egcxU7zKJ4juoAT4_4DADg&psig=AFQjCNFxrnYRvrds3CEw0olcF-jnv0_uXw&ust=1395808506700790http://www.google.com/url?sa=i&source=images&cd=&cad=rja&uact=8&docid=UcH7_XC1mu5BZM&tbnid=2BqakmUTIqoEMM:&ved=0CAgQjRw&url=http://seekingsharedlearning.blogspot.com/2013/06/tug-of-war.html&ei=egcxU7zKJ4juoAT4_4DADg&psig=AFQjCNFxrnYRvrds3CEw0olcF-jnv0_uXw&ust=1395808506700790http://www.google.com/url?sa=i&source=images&cd=&cad=rja&uact=8&docid=UcH7_XC1mu5BZM&tbnid=2BqakmUTIqoEMM:&ved=0CAgQjRw&url=http://seekingsharedlearning.blogspot.com/2013/06/tug-of-war.html&ei=egcxU7zKJ4juoAT4_4DADg&psig=AFQjCNFxrnYRvrds3CEw0olcF-jnv0_uXw&ust=1395808506700790http://www.google.com/url?sa=i&source=images&cd=&cad=rja&uact=8&docid=UcH7_XC1mu5BZM&tbnid=2BqakmUTIqoEMM:&ved=0CAgQjRw&url=http://seekingsharedlearning.blogspot.com/2013/06/tug-of-war.html&ei=egcxU7zKJ4juoAT4_4DADg&psig=AFQjCNFxrnYRvrds3CEw0olcF-jnv0_uXw&ust=1395808506700790

[email protected]“Ask Tammy” at www.tammyerickson.com

For more information . . .


http://www.google.com/url?sa=i&source=images&cd=&cad=rja&uact=8&docid=wo-H8IS7A4_DSM&tbnid=UYI2QY3LclGZWM:&ved=0CAgQjRw&url=http://www.best-masters.com/ranking-master-mba-full-time/western-europe/london-business-school-mba.html&ei=PRYxU9S_HpH-oQSQ6YDgCw&psig=AFQjCNE8bSf_vKqGJQ2s_XUGedYVkVhKjQ&ust=1395812285561762http://www.google.com/url?sa=i&source=images&cd=&cad=rja&uact=8&docid=wo-H8IS7A4_DSM&tbnid=UYI2QY3LclGZWM:&ved=0CAgQjRw&url=http://www.best-masters.com/ranking-master-mba-full-time/western-europe/london-business-school-mba.html&ei=PRYxU9S_HpH-oQSQ6YDgCw&psig=AFQjCNE8bSf_vKqGJQ2s_XUGedYVkVhKjQ&ust=1395812285561762

Workforce 2024:�Transforming Your Mindset for the Evolution of Work�The EIU Report Highlights �Important Themes for Our FutureAnd Issues a Challenge . . . What’s New About the Workers?Pulling in Divergent DirectionsBy 2050, a Majority of�the U.S. Workforce Will Be HispanicProportion of the U.S. Working-Age Population, Ages 25-64Projected Change in the U.S. Population, 2000-2020College Enrollment Rates Among�18 to 24-Year-Old High School GradsHispanics Are Likely to be the Most Important Source of Talent for Large FirmsEmphasize Traditional Values . . . . . . Offer Forward-Thinking PracticesWomen in the Workforce Educational Attainment in 2013Important Educational Gains�for Women Around the WorldFixing the “Leaky Pipeline”The Re-Generation’s Shared ExperiencesCharacteristics of the Re-Generation . . . �Preparing for the Re-Gens: New FinancesFor Re-Gens, Neither Houses Nor Cars�Are Status Symbols�Preparing for the Re-Gens: New OfferingsBehavior for a World of Finite LimitsGlobally, Many of the Re-Gens�Live in China and IndiaSignificant Shifts within the Workforce: �Gender ImbalanceGlobal YouthDeclining Birth Rates Around the WorldUnited States: Population PyramidGermany: Population PyramidThirty Productive Years�After Your First Corporate CareerLife Expectancy After Pensionable AgeThe Human Race Is Developing�New Life StagesThe Most Significant New Life Stage�Occurs After Age 60What Are the Implications�of This Life Stage?Break the Stereotypes: Some Work�Benefits from Age and ExperienceThe Shape of Careers to Come:�“Down Shifting” for Ongoing ContributionTen Plus One:�Actions to Take Now!The Contingent Workforce:�30% Today, Growing 3-4 Times FasterAn Explosion of Mobile Technology Offering Constant ContactTechnology Drives �News Ideas About WorkThe “Fraying” of the Workforce:�Distinct Segments ~ Divergent NeedsFor more information . . .

Workforce 2024 - SHRM · 9/29/2014 · By 2050, a Majority of the U.S. Workforce Will Be Hispanic...

Documents

Transcript of Workforce 2024 - SHRM · 9/29/2014 · By 2050, a Majority of the U.S. Workforce Will Be Hispanic...