Leveraging People: The Key Resource for 21 st Century Success

1. Leveraging People: The Key Resource for 21st Century Success Presented by Kevin Wheeler INACAP - Chile April 2008

2. MANUFACTURING MARKETS The Great Shifts FARMING

3. The 21st Century People Challenges Are there enough skilled workers? Where will they come from? What is the new “work?” Creating an adaptable, skilled workforce.

4. Talent Market - 1900-2020+

5. Current & Emerging Trends

6. Evolution to Personalization

8. Evolution to Personalization Personalized Sum of All Recruiting Types Standard but with some customization (i.e. Financial different from High tech) Standard procedures Face-to-face 1900 1910 1980s 1990s 2000

9. Emerging Social Norms • Personalization • Internet = customization • Have input to outcomes • Feel somewhat in control

10. New Learning Styles

15. Education Evolution Learn by Doing “20% Formal/80% Informal” Mass Customization “Have it your way” Mass Education “You have a few choices” Sum of All Education types Mass Formal Education “One type fits all” Apprentice “Learn by doing” 1900s 1930s 1970s 2000 2020

16. What We Know • Learning “how to” is easy. • Learning to think and innovate is new territory. • Gen Y learns in 20 min chunks, informally, through collaboration and networking. • Need loose structures, compass points end goals. • We call that. . .

18. Gen Y – The Next Dominant Generation • Diverse, Confident, Optimistic • Group and project focused • High ethical, environmental standards • Desire/seek coaches and mentors • Like to stay in communication • Focus is on fun, authenticity, and honesty • Technically VERY savvy

19. Gen Y e-Learning Lessons • Invisibility of Technology • From TV to Internet to Mobile Phones • Technology IS learning • Expectation for Innovation/progress • Fast paced change • Short assignment/projects (i.e. variety) • Flexibility a virtue • Assemble diverse pieces to make your own unique solution (Scion) • Have it your way (McDonalds)

20. Toyota Scion

21. Rise of Online Learning • Traditional Education • Online universities • Almost 3.5 million students were taking at least one online course during the fall 2006 term; a nearly 10 percent increase over the number reported the previous year. • The 9.7 percent growth rate for online enrollments far exceeds the 1.5 percent growth of the overall higher education student population. • Nearly twenty percent of all U.S. higher education students were taking at least one online course in the fall of 2006.

22. Back to the Beginning

23. Learning in Communities The Top 2 Social Networks

26. Construct Your Own Learning Space and Share It

27. Emerging Social Norms • Emergence of collaborative communities & social networks • Group shared learning • Discussion and evidence sharing • Flexibility a virtue • Assemble diverse pieces to make your own unique solution (Scion) • Have it your way (McDonalds)

28. New Work Styles

29. Ubiquitous Connectedness Connected everywhere all the time. Traditional technologies – job boards, applicant tracking systems, web sites are passive.

30. The Changing Workplace

31. “The Slash” Worker • People with two or more careers increasing rapidly. • Minister/lawyer, Doctor/photographer, Accountant/carpenter • “. . .between 10 and 30 percent of the economically active population had experienced at least one career change in a 5-year period”

32. Quintessential Gen YAge 27 I work as an internet researcher for a recruiting company based in Cleveland. I have an online retail business that I pursue on my own time as well. I have a radio show, Research Goddess, on www.recruiterlife.com. I cover recruiting and research topics on this show. I am also an adjunct instructor for SPIU and teach classes on database use and sourcing techniques. I also have a blog, www.amybethhale.com. Check it out!

33. Style A – Evolutionary Model • Flexibility in when and where you work. • Physical workspace still important. • Lots of technology – Internet, mobile phones, collaboration over the Internet,. • Telecommuting common and expected. • Worker still dependent on organization for security, benefits, career.

34. Style B - The Free Agency Model • Work where you want, when you want. • Some workers may be contractors or part time. • Physical contact important, but it doesn’t matter where. • Most workers still dependent on organization for security, benefits, career.

35. Style C – A Whole New Look • Most workers freed from organization for career and security. • Most work is “sold” or contracted. • Workers are connected to communities of practice. • Physical contact may or may not be a consideration. • Networks and markets dominate.

36. New Worker Skills 1900 2000 • One culture • Local/national awareness • Self-focused work • Work on personal projects • Organization is responsible • Rigid – one-way is right • Needs direction • Multicultural competence • Global awareness • Team & project-focused work • Collaboration (virtual) • Personal responsibility • Adaptability • Self-direction • High technical/digital competence

37. Thanks for Listening! Kevin Wheeler Global Learning Resources, Inc. kwheeler@glresources.com www.glresources.com