15
Future of Talent Conference Managing the future workforce Peter Cheese – CEO, CIPD London July 10th

Peter cheese cipd - slides

Embed Size (px)

DESCRIPTION

Peter Cheese, CIPD CEO slides from Changeboard's Future Talent Conference on 12 July 2014

Citation preview

Page 1: Peter cheese   cipd - slides

Future of Talent Conference

Managing the future workforce

Peter Cheese – CEO, CIPD

London July 10th

Page 2: Peter cheese   cipd - slides

We live in interesting times!

• “we have moved from the industrial age, through the information age, to the age of talent”

• Thomas Friedman, ‘The World is Flat’ 2005

Page 3: Peter cheese   cipd - slides

A new set of ‘norms’

Economy

Value

Work

Workplace

Workforce

Networked, Collaborative, Flexible

Formal Organization and Informal Social System Structures

More volatile and less predictable

Continued shift toward Intangibles

Increasingly

Increasingly

Increasingly

Increasingly

More diverse, more demandingIncreasingly

Page 4: Peter cheese   cipd - slides

Sources: UN, OECD, UKCES, CIPD, Accenture Research

Countries Projected to have Maximum Workforce Shortages (2020)

Phase 2 of the ‘war for talent’ Talent and skills shortage ranked 2nd as business risk, up from 22nd in 2009 (Lloyds Risk Index)

Talent seen as nbr 1 issue for CEOs (PwC annual CEO review 2012), and nbr 1 risk (WEF 2013)

43% of businesses reporting moderate skills shortage, with 13% acute shortage(CIPD 2013)

2.3m more managerial, technical, professional roles by 2022

But….skills mismatches – eg LGA predicts that by 2022 there will be 9.2m low-skilled people chasing 3.7m low-skilled jobs – a surplus of 5.5m workers.

Page 5: Peter cheese   cipd - slides

What will be the future workforce?

• More diverse, more demanding

• Working more flexibly, in many different ways

• More entrepreneurs, more knowledge workers, more service workers

• More specialists

• Working more in SMEs

• More jobs and more career changes

• Older and will work longer but with less security

• Will need to upskill and reskill more

• In a more VUCA world

Page 6: Peter cheese   cipd - slides

• The great collaborators and orchestrators – coordinating and managing

• The great synthesisers – pulling together different things

• The great explainers – filtering and explaining content

• The great versatilists – adapting and developing specialist skills

• The great personalisers – team builders

• The great localisers – localising the global

• + IQ, EQ, TQ, CQ

What will be the core skills for the future (OECD view)

Page 7: Peter cheese   cipd - slides

1913

1917

1921

1925

1929

1933

1937

1941

1945

1949

1953

1957

1961

1965

1969

1973

1977

1981

1985

1989

1993

1997

2001

2005

2009

0

5,000

10,000

15,000

20,000

25,000

30,000

Context: UK and global GDP per headUK World

$ 1

99

0

Source: Bolt, J. and J. L. van Zanden (2013). The First Update of the Maddison Project; Re-Estimating Growth Before 1820. Maddison Project Working Paper 4.

Must understand and address UK productivity gap

Page 8: Peter cheese   cipd - slides

15-24 25-49 50-64 65+-677

-94

1,387

770

-305

186

1,235

1,956

Demographic change:Illustrative projections of change in employ-

ment by age group from 2012 baseline, thousands

2022 2032

Sources: CIPD calculations based on ONS 2012 Principal population projections and revised mid-year estimates for 2002 and 2007 , employment rates for May-Jul 2002 and 2012 based on the Labour Force Survey and CIPD assumptions for employment rates for 2017 onwards.

Systemic shift and challenge of youth unemployment

UK has worst ratio of youth to prime age employment in Europe

Page 9: Peter cheese   cipd - slides

Response needed from macro to micro

Industrial StrategyEmployment Policy

Education and learning

Organisational StrategyWorkforce planningStrategic partnering

Leadership & managementTM practices

HR capabilities

• Will require more joined up thinking from national policy to individual businesses

• Tri-partite – Government, business, education and representative bodies

• HR has a critical role to play and must step up

Page 10: Peter cheese   cipd - slides

Working with education – building the skills for the future

• Improving careers IAG• Promoting apprenticeships

and VE• Volunteering• Increasing employer skills

investment• Incentives and funding• Partnering for lifelong learning• National, regional and local

• Employability skills

• Routes in to work

• Skills investment and lifelong learning

Page 11: Peter cheese   cipd - slides

• Source• Attract• Select• Orient

• Train• Develop• Reward• Move through

the Organization

Welcome to XYZ Corp

Orientation begins here

Need to invest in and improve People Management and development practices

Where are your biggest challenges today? Where will they be tomorrow?

Page 12: Peter cheese   cipd - slides

Strategies to address skills

shortfalls

Rightsourcing

Recruitment strategies

Skills buildingSkills retention

Job Design

Requires different thinking

Page 13: Peter cheese   cipd - slides

Creating agile learning organizations

Agility and Adaptability

Scop

e of

lear

ning

Low High

Core training

programs

Collaborative learning

Learning a new skill

Reinforcing existing

skills

Learning at point of needEmbedded

learning

Learning to solve problems

Learning to adapt

Focus of traditional corporate learning

On-line help and support services

Continuous, adaptive and collaborative

learning

Organizational reach and value

Page 14: Peter cheese   cipd - slides

HR a key enabler, but developing managers is critical

Page 15: Peter cheese   cipd - slides

In conclusion….Change and opportunity• Better more inclusive workplaces, more democratic,

more socially responsible• Better leadership and management at all levels• More agility – reskilling, redeploying, upskilling• More diverse TM practices to manage a more diverse

workforce• Working more with education at all levels• Improving productivity and job opportunities for all