The Perfect Storm of Opportunity for HR Professionals

prepared especially for

PWSHRM

By Dalton Alliances, Inc. /franciedalton

2020: Domestic robots = norm 2013

2030: Driverless vehicles = norm 9/13

2050: Nanobots perform surgery 2035

as projected in 2011 vs 2013

Which two haven’t yet been successfully produced via 3D printing?

Guns that can be successfully fired Vaccines that can then be self

administered Fresh meat for human consumption Fully functioning human ear

Stay informed so you can anticipate

Workforce StatsImplications for U.S. Business Navigating Your Perfect Storm

2013: Degreed workers < demand by 6M

2025: Degreed workers < demand by 16 M

Bureau of Labor Statistics

GRADUATE AGE U.S. RANK

25-34 7th

25-34 16th

as reported by OECD in 2011 vs 2013

By 2020

• 20% or more of all employees will need

Bachelor Degree or higher • 3% will need at least 5 years

experience• 21% will need moderate/long

term OJT OECD 2011

Your inputs/suggestions must be:

Data Based

Ask “What’s so?”Develop a clear statement of

current state

Mentoring Budget Succession Planning

Competing prioritiesOpportunity costsSlow/unclear benefit

Ask “So what?”Develop a clear analysis of

implications

Quantitative issues

Qualitative issues

Few age 30 to 49

Physical/technical jobs automated

Intense competition

T&D: critical

Few Expert Mgrs

Remaining jobs will be “high touch”

Towers Perrin; Gallup: current state and implications

Quantitative Deficits in Labor = - Fewer Products/Services

Qualitative Deficits in Labor = - Eroded Execution- Erosion of Competitive

Advantage- Sustainability

Ask “Now What?”

Vox InclementeToxicityDisengagementWait for others to act

~OR~

Reorient your thinking/approach

S+R=O Situation + Response =

Outcome

Navigating the Perfect Storm

Mistakes Margins Missed Opportunities

Demonstrate Shared Concerns

AnticipatoryGathered Data Asked What’s so?; So What?; Now

What?Demonstrated Shared Concerns

But….

Absolutely Wrong

Package your recommendations for acceptance

By each relevant party/key stakeholder

Workplace Passion ≠ emotionalism

Excavate Potential Radial Impacts of your

Recommendations B E F O R E

Presenting Them!

Be willing to USE TOOLS

How to perpetuate/ensure the undesirable

How to Perpetuate C-level Refusal to Allocate Sufficient Funds for Training/Development?

I M P O R T A N C E

highly important easily achieved

Use charts/graphs so you T A L K less!

I M P O R T A N C E Highly important Easily achieved Position re: Opportunities? Position re: Vulnerabilities?

Assess opportunities and vulnerabilities

ANDOrganizational position to

capitalize/neutalizeTHENDetermine need for reprioritization

Volunteer required!

Recalibrate your Delegation Grid Quarterly

Perpetually mindful of:

current/desired states per C-level concerns

positioning re: opportunities/vulnerabilities

packaging your approach to relationships

calibrating time deployed to highest value

prepared especially for

PWSHRM

By Dalton Alliances, Inc. /franciedalton