Jari --future workforce pa

presents

Riding the Waves of Change with Our Future Workforce

Delivered by

Joyce L Gioia, MBA, CMC, CSP The Herman Group

January 18, 2013

Did You Know Video

Agenda •  Economic & demographic trends •  Skills in demand (soft & hard) •  Near term (worst & best jobs) •  Long term (occupation growth in the US) •  Workforce trends & what to do

– Changing Worker Attitudes – Leadership – Lean/Innovation – Competency

•  Education (5 years/10 years from now) •  The Aging Workforce

– Nevertirees – What Older Workers Want – Knowledge Transfer

•  Building your workforce capacity •  Gamification in recruiting and onboarding.

© The Herman Group, 2013

Plus Videos

and

Exercises th

roughout

the morning

!

Economic Trends •  Some signs of recovery

•  Unemployment is decreasing slowly •  Increasing skills shortages

(more about this later)

•  Stock Market ≠ Economy . . .

•  Home-shoring.

© The Herman Group, 2013 .

Changing Demographics of the Workforce

Source: BLS Research Graph from Impending Crisis Herman, Olivo, and Gioia (Oakhill Press)

The Workforce Age Wave 2010

3E+06

3E+06

4E+06

4E+06

5E+06

5E+06

6E+06

1 2 3 4 5 6 7 8 9 10 11 12 13

Age of Workforce (Profile of Baby Boomers)

Num

ber o

f Peo

ple Av

ailable to W

ork

(relaS

ve com

parison

)

50 20

35

75

60

Fewer Workers Age 30-‐45

Fewer Workers

Over Age 60

49% 24% 14% 5% 70%

Peak Age of Baby Boomers

65

70

45 30

40 25 15 55

1935 1940 1945 1950 1955 1960 1965 1970 1975 1980 1985 1990 1995 Year People Were Born

Percent Employed

(B)

(A)

(C) (D)

(E)


Source: BLS Research Graph from Impending Crisis Herman, Olivo, and Gioia (Oakhil Press)

The Workforce Age Wave 2015

3E+06

3E+06

4E+06

4E+06

5E+06

5E+06

6E+06

1 2 3 4 5 6 7 8 9 10 11 12 13 Age of Workforce

(Profile of Baby Boomers)

Num

ber o

f Peo

ple Av

ailable to

Work (relaS

ve com

parison

)

55 25

40

80

65

Fewer Workers Age 35-‐50

Fewer Workers

Over Age 60

49% 24% 14% 5% 70%

Percent Employed

Percent Employed

Peak Age of Baby Boomers

70

75

60 20 45 30

35 50

Age of Workforce (Profile of Baby Boomers)

1935 1940 1945 1950 1955 1960 1965 1970 1975 1980 1985 1990 1995 Year People Were Born

Percent Employed

3%

(A)

(E)

(B) (C)

(D)


Why We Need to Recruit and Retain our Workforce

Source: U.S. Census Bureau, Data for 2010 – 2050 projec<ons based on Census Bureau’s “Middle Series” Scenario for fer<lity, mortality, and immigra<on.

Elderly as % of Total Popula<on

0

20

40

60

80

100

120

140

1970 1980 1990 2000 2010 2020 2030 2040 2050

Age 55-64 Age 65-84 Age 85+

Population(millions)

Elderly and Upper Middle-age Population U.S., 1970 - 2050

9.8% 11.3% 12.6% 12.8% 13.3% 16.4% 20.1% 20.7% 20.4%

0

20

40

60

80

100

120

140

1970 1980 1990 2000 2010 2020 2030 2040 2050

Age 55-64 Age 65-84 Age 85+

Population(millions)

Elderly and Upper Middle-age Population U.S., 1970 - 2050

9.8% 11.3% 12.6% 12.8% 13.3% 16.4% 20.1% 20.7% 20.4%

2015

2015 = 47 Million People Over Age 65 2030 = 71 Million People Over Age 65


Demographics Trends

•  15.1% fewer people in Gen X

•  The Millennials are challenging employers as no other generation

•  Older workers will want to keep working.

© The Herman Group, 2013.

Skills Shortages Abound

In a recent DeVry University television commercial, the narrator states: Nearly half of US employers have jobs open which they can not fill.


New Study: 2012 Aflac WorkForces

•  49% “at least somewhat likely to look for a job this year”

•  50% say employee benefits are "very or extremely influential on decision to leave”

•  "Workers who are extremely or very satisfied with their benefits program are 9X more likely to stay with their employer than workers who are dissatisfied with their benefits program.”

•  76% of employees said they'd be “at least somewhat likely to accept a job with a more robust benefits package but lower compensation.”

© The Herman Group, 2013. 11

Pockets of Crisis

• Geography

• Occupation

•  Industry.

© The Herman Group, 2013. 12

SOURCE: Manpower, Inc., “ConfronPng the Talent Crunch”.

Responses to Skilled Labor Shortages


Exercise #1 Mind map the implicaPons of these demographic changes and skills shortages on your community and your ability to find and train the people you will need in the future.

So_ Skills in Demand •  Ability to embrace change •  Learning agility •  Adaptability/ability to handle diverse responsibiliPes

•  Curiosity=>creaPvity & innovaPon •  Capacity to work in a team •  Commitment to conPnuous learning (including self-‐directed).

SOURCE: Adapted from “Transforming the Workplace: CriPcal Skills and Learning Methods for the Successful 21st Century Worker” by Sam Herring, 2012.


Hard Skills in Demand

•  STEM (Science, Technology, Engineering, Math)

•  Computer skills •  CommunicaPons skills (wriPng/speaking)

•  AccounPng •  Trades (electrical, plumbing, carpentry, welding) •  AutomoPve and RV maintenance and repair.


Best Jobs 2012 1.  So^ware Engineer ($88,142) 2.  Actuary ($88,202) 3.  Human Resources Manager

($99,102) 4.  Dental Hygienist ($68,109) 5.  Financial Planner ($104,161) 6.  Audiologist ($67,137) 7.  OccupaPonal Therapist ($72,110) 8.  Online AdverPsing Manager ($87,255) 9.  Computer Systems Analyst ($78,148) 10. MathemaPcian ($99,191)

SOURCE: Forbes Magazine, December 2012. © The Herman Group, 2013

Worst Jobs 2012 1.  Lumberjack ($32,114) 2.  Dairy Farmer ($33,119) 3.  Military Personnel ($36,261) 4.  Oil Rig Worker ($32,132) 5.  Newspaper Reporter ($35,275) 6.  Server ($18,088) 7.  Meter Reader ($35,171) 8.  Dishwasher ($18,044) 9.  Butcher ($29,156) 10. Broadcaster ($27,324)

SOURCE: Forbes Magazine, December 2012. © The Herman Group, 2013

OccupaSonal Employment ProjecSons to 2020 OccupaSon % Growth

1.  Registered Nurses 26.0 2.  Retail Salespersons 16.6 3.  Home Health Aids 69.4 4.  Personal Care Aids 70.5 5.  Office Clerks, General 16.6 6.  Food Prep/Serving 14.8 7.  Customer Service Reps 15.5 8.  Heavy/Tractor-‐Trailer 20.6

Truck Drivers 9.  Laborers/Freight/ 15.4

Stock/Material Movers 10.  Post-‐secondary teachers 17.4

SOURCE: DOL.gov, hkp://www.bls.gov/emp/ep_table_104.htm, 2012. Ranked by 1000s of people needed © The Herman Group, 2013

Fastest-‐Growing OccupaSons to 2020 OccupaSon % Growth

1.  Personal Care Aids 70.5 2.  Home Health Aids 69.4 3.  Medical Secretaries 41.3 4.  Medical Assistants 30.9 5.  Registered Nurses 26.0 6. Physicians and Surgeons 24.4 7.  RecepPonists/Info Clerks 23.7 8.  LPNs and LVNs 22.4 9.  ConstrucPon Laborers 21.3 10. Landscaping/Ground 20.9

Truck Workers

SOURCE: DOL.gov, hkp://www.bls.gov/emp/ep_table_104.htm, 2012.

Exercise #2

What do these job and career data mean for you, your company, and your clients?


Changing Worker Actudes •  Warm Chair AdriSon

•  Corporate Cocooning

•  Life/Work Balance Important

•  Stay Marketable

•  Corporate Loyalty is Dead!


Dearth of Leadership • Leadership by Anointment

• Lack of Training for Supervisors, Managers, Execs

• “The Peter Principle” Lives

• Many Young People Don’t Want to Lead.


Desire to Get Lean •  Several paths

– Lean Thinking (Womack) – Great Game of Business (Stack) –  I-‐Power (Gerson)

•  VIP: the culture must be ready •  Be sure to include Gainsharing!


The Competency Deficit •  Public schools are not

preparing students for work

•  Myth: All students should go to 4-yr. college

•  College costs are rising faster than COL

•  Vocational schools and community colleges have a large part to play.


Post-‐High School EducaSon Pipeline

0 10 20 30 40 50 60 70 80

1

For every 100 students entering ninth grade . . .

67 Complete High School within 4 Years 38 Enroll in College

Return to College the Fall after Freshman Year 18 Complete a Bachelor’s Degree within 6 Years

or an Associate's Degree within 3 Years

26

Source: Ewell, Jones, and Kelly, Conceptualizing and Researching the Education Pipeline, National Center for Higher Education Management Systems.


What works to keep young adults in school?


Herman Group Study for US Department of EducaSon (OVAE)

Findings were startling. . . – Team spirit – Mentorship (“Adopt a-Unit” and RDCs) – Teach instructors (mandatory 2-3 weeks) – Unqualified support.


IBM Intro to Second Life

EducaSon 2018 •  Virtual worlds engage students

early

•  School-‐employer partnerships

•  Mentors play a substanSal role in growth

•  Blended learning is the norm

•  Schools capitalize on social networking to support learning

•  Alternative teaching styles are valued.


2 Pi, the Rapping Teacher

Leadership CONNECTIONS

• Leadership basics and character education

• Philanthropic leadership and civic responsibility

• 3-Tier mentoring support

• Summer College Experience Retreat

• Intergenerational networking. © The Herman Group, 2013.

A Discovery and Life Options Training Program Providing Leadership Training for Young Women

Khan Academy


Khan Academy��Using Technology to Reinvent EducaSon

•  Late 2004, hedge fund analyst Salman Khan began tutoring his cousin

•  When others asked for his help, he decided to post the videos on YouTube; a funny thing happened. . .

•  They liked the recordings better than him in person.


Khan Academy Using Technology to Reinvent EducaSon

•  Demystifying complicated subjects, now 2300 courses, 10 minutes each, delivered over 50 million lessons, daily affects hundreds of thousands of kids

•  Currently being tested in 5th and 7th grade math classes in Los Altos, CA

•  Something remarkable happens. . .


Khan Academy Using Technology to Reinvent EducaSon

•  Applies the metrics of business to education •  Flips homework and school work •  Translating into 10 languages •  A street kid in Mumbai could learn calculus •  Sponsored by Google and the Gates

Foundation―ALL FREE! •  Opportunity to affect

millions! © The Herman Group, 2013.

Youth Career Café •  Located in the mall

•  One-stop for young people ages 14-21

•  School system staffed

•  Career exploration

•  Classes―soft/hard skills

•  Resume advice

•  Mock interviews.


EducaSon 2023 •  Much student learning takes place in

virtual worlds (3D)

•  Many free sites like Coursera and Khan offer opportuniSes to learn from the masters, supported by sponsors

•  Employers pay 100% of college for promising young people

•  Everyone has a mentor by age 12

•  Bricks & mortar has taken a backseat to online learning

•  Colleges have discovered the formula for engaging students and lose few of them.


Exercise #3 Imagine what school will be like for your grandchildren or great grandchildren in 2030? Describe . . . • The school building (real or virtual) • The teachers (human or virtual) • What students will be learning • How students will submit assignments • Any other details you want to add.

You have 10 minutes. Have fun!

The Aging Workforce • Government, energy,

insurance, and healthcare face high %s retiring

•  Understand that 70 is the new 50

•  63% of workers in their 50s view phased retirement as important

•  Compared to 50% in their 60s and

• Only 36% in their 70s.


The Aging Workforce Never<rees (worldwide)

• Wealthy population segment that never wants to stop working

• Why? B/c they define their worth by their work

• Opportunity to capitalize on this group

•  Build facilities near assisted living housing

• Much more concerned with leaving a legacy.


What Older Workers Want • Phased retirement •  Job sharing or PT or temp or project work • Flexible work schedules • Time off, when they want/need it • Opportunity to make

a difference • Must feel like they are

contributing to the greater good.


Knowledge Transfer • Start the conversation early • Make a list of what you need to know • Ask for suggestions • Use technology (audio/video) • Honor your long-tenured

workers • Make them feel good

about sharing.


Building your Workforce Capacity •  Start early; elementary school is not too soon •  Stay with them at every level (adopt-a-class,

assemblies, etc.) •  Talk with vocational and college professors to insure

that they are preparing young people for your jobs (curricula)

•  Engage teachers over the summer •  Develop relationships with

the department chairs so that you get 1st pick

• Offer mentoring and mock interviews.


GamificaSon • The application of game elements, game

processes, and game design to non-game system and processes

• Elementary games like scavenger hunts and passports to be stamped by executives, used in onboarding

• Harrah’s has used poker to recruit (MBA Poker Championships)

• Games make tradiPonal processes more fun—important for Millennials.


IBM Onboards in Second Life

Q & A


YES++++++++

To reach me, call 336-210-3548 or e-mail me at [email protected] or Skype me at JoyceGioia. 20% of onsite book sales will benefit your local workforce foundation.


Getting Started


Carpe Futurum! Seize the Future!

YES+++++

Jari --future workforce pa

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