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The Future of HR - The World of Work is Changing

The increased focus on talent will make the human resources function within organizations more integral to an organization’s success.

Kara Biles

on 7 February 2014

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Transcript of The Future of HR - The World of Work is Changing

The Future of HR
Manager, Workforce Planning
Human Resources Instructor

The increased focus on talent will make the human resources function within organizations more integral to an organization’s success.
NOTE: Scott to put anything interesting here to use.
The workplace of tomorrow is being shaped today.
Eliminated in:
BC and Ontario
Number of states in the USA
This means that Baby Boomers that were planning to retire between the ages of 55 and 65 are postponing their retirement plans.
Aging of the population has changed the age distribution to older workers
Slow-down in the growth of the working age population
People are living longer and are in better health
increase in GDP by 2017.
With only about 650,000 graduates expected from the province’s education system over the next decade, the growth in job openings will the number of available workers.
With over in Canada alone we can no longer ignore their impact and influence on the future of how we do our work.
What are we doing now to attract, develop, and keep tomorrow's employees today?
So, what does this mean?
The World of Work is Changing


Social Web
Never has it been possible to acquire, use and seamlessly integrate talent from around the world.
Kara Biles, CHRP
What will business look like in the year
5 Generations Working Side-by-Side
Mandatory Retirement
For years, the much-feared and overly publicized war for talent has been predicated on the assumption that Baby Boomers would follow the same retirement schedule as Traditionalists and begin retiring in large numbers in 2007.
- Skills for Growth: British Columbia’s Labour Market Strategy for 2020.
This will boost employment by an average of per year and create
new jobs by
Another workers will retire, leading to about jobs available in 2019.

those people born after 1977, will bring new expectations to the workplace, and they will dominate the workplace in less than four years.
9.2 million Millennials
Understanding the needs, expectations, and demands of each generation will be crucial to creating a workforce development plan for the coming years.
Social Web
Never has a generation entered the workplace using technologies so far ahead of those adopted by its employer.
The day may not be here yet, but the competent HR professional is going to have to know how to use these tools, or they're going to be left behind.
Both externally (recruiting) and internally (multiple uses for engagement, retention, etc.), the tools are going to be as ubiquitous as Outlook.

The only question is how quickly that critical mass hits.
Use social media to attract, motivate, connect with, engage, develop, retain, and listen to employees.
– born before 1946
– born between 1946 and 1964
– born between 1965 and 1976
– born between 1977 and 1997
– born after 1997
The province projects a
What will companies have to do to keep their employees happy and engaged in the workplace of the future?
The entire BC economy is facing a shortage of skilled workers.
- Cheryl Cran, 2011
Three major shifts will affect the workplace of the future
- the 2020 Workplace
As we scan the workplace for the future, we see that everything we know about work – where we work, how we work, what skills we need to stay employable, what technologies we use to connect to colleagues
– is changing.
Financial Times Top Fifteen Country Headquarters in the Global 500 Locations over the past 5 years.
Never has technology made it so possible to connect anyone anywhere asynchronously as a collaborator.
Never in the history of the modern world have there been four generations – much less five – in the workplace that bring such vastly different sets of values, beliefs, and expectations.
Baby Boomers
Generation X
Generation 2020
With these projected demographics, HR will need to create for motivating, communicating with, developing, and engaging the members of each generation.
The World Always Changes...
...which means, so does HR.
Tools being used today
At its core, the social media revolution isn’t about technology – it’s a social movement that is all about creating a community.

Are human resources and learning professionals ready to deliver?

Are human resources professionals ready to create a workplace that the employees of the future will choose?
Does your company's brand appeal not only externally (to your customers), but internally to each of the generations in your workforce?
Are you sourcing the next generation of talent where they live? Rather than career fairs and job boards, does your company have a social networking strategy for recruiting using Facebook, LinkedIn, and microblogging sites such as Twitter?
Are you leveraging innovative learning methodologies such as games, simulations, reverse mentoring, e-coaching, peer-to-peer learning, and informal learning, to accelerate learning across the enterprise?
Are you preparing your leaders for the next generation of employees? Do your leaders have the skills and tools needed to communicate with the hyper-connected, who are used to rating everything and everyone in their lives?
How will this change the world of work?
HR needs to consider these four questions:
As human resources leaders, we have a critical role to play within our organizations when it comes to helping employees not only survive, but thrive, in an ever-changing environment.
Are you ready?
The world of work is changing...
- Karie Willyerd
If Baby Boomers now work as long as possible, that means that the leading edge of Boomers may not begin retiring until 2020...
...when the quest for top talent will assuredly be in full swing.
1.1 million
Taken together, these shifts will present significant challenges and opportunities for Human Resources.
A Social Phenomenon
- Bureau of Labor Statistics Employment Projections
- Bureau of Labor Statistics Employment Projections
- Bureau of Labor Statistics Employment Projections
new strategies
Globalization Demographics Social Web
Let's think back 10 years ago...

Paper voting cards
Joint ventures with China just starting
Dot com boom to dot com bust
Google just out of garage office
YouTube 5 years away from invention
Facebook's Mark Zuckerberg still in highschool
What a difference a decade makes!
A story...
By 2020, the BRIC countries will be the dominant centers of economic influence.
Regardless of whether your firm is an established multinational or a high-tech start-up, you are likely tapping into a global talent pool and - at least to some extent - managing a virtual workforce.
Traditionalists: Born Before 1946
Silent generation and Veterans
As of 2010, they were all over the age of 64
Defining events are World War II and the Korean War which shaped the hardworking, loyal, and patriotic character
Known as "Greatest Generation" for service during World War II
Two words to describe - "dependability" and "sacrifice"
Faced greatest amount of technological change - credit cards, colour TVs, personal computers, mobile phones, WWW, Google, Social Media
Generation X: 1965 - 1976
As of 2010, between their 30s and early 40s
A generation who comes of age in the late 1980s with a burning desire to hop off the merry-go-round of status, money, and social climbing
Seeking self-reliance, independence, and balance in their lives
Free time is highly valued by this generation and they are less likely to work for one employer, as they will go to the company that best fits their work/life needs.
Individualistic and idealistic
Often referred to as "latchkey kids" due to their early self-sufficiency
Witnessed AIDS, the Persian Gulf War, and the effect of the 1987 stock market crash on their families
Generation that most resembles how Millennials use technology to run personal and professional lives
They are aware that Millennials are waiting in the wings for their jobs
Expectations will be high for them to be coaches and mentors to the next generation
Millennials: 1977 - 1997
As of 2010, are in their 20s and early 30s
Digital Natives, Generation Y, Net Generation and the Google Generation
Been living on the web for as long as they could write their names & digitally confident
Young professionals who are in a hurry for success
Doing homework in grade school they were using Google to find answers quickly
Oklahoma City bombings, September 11 Terrorist Attacks, Columbine school massacre and not surprisingly they cite personal safety as being of high importance to them on the job
Though the image is often of an entitled generation, the reality of surveys who that they're the most socially conscious generation since the 1960s
Committed to developing new skills and want to work places that have coaches and mentors to learn from
Corporate training is often cited as the most attractive benefit as they seek to differentiate themselves
Generation 2020: Born After 1997
Will enter the workplace as college graduates in 2020
Grown up in a hyper-connected world and 1st exposure to social media before they even entered school! Disney's Club Penguin and Webkinz World
Will bring a heightened set of requirements and digital expectations as well as a "wish list" of what they expect of their employer
Baby Boomers: 1946 - 1964
As of 2010, between mid 40s and 60s
Cold War Generation and the Growth Economy Generation
Largest impacts were TV and personal computer
TV shaped this generation as the most powerful communication medium available at this time
Vietnam War, Watergate, 1st man on the moon, & assassination of the Kennedy brothers was watched through TV
Respect for and suspicion of authority was formed
PC directly impacted jobs in the workplace and many boomers remember "walking into the computer room"
1. Traditionalists and Boomers are as likely to be web contributors as Millennials are
2. Boomers and Generation X look for a Work Life/Home Life Balance, while Millennials see work as a "Part of Life"
3. Millennials and Generation X place a high importance on working for a company that develops both their career and life skills
4. Millennials are likely to select an employer based on the ability to access the latest tools and technologies at work
5. Both Traditionalists and Boomers place high importance on a manager who understands age diversity in the workplace
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