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Kevin Wheeler on the Future of Talent

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Information about Kevin Wheeler on the Future of Talent
Business & Mgmt

Published on November 26, 2008

Author: LearnTrends

Source: slideshare.net

Description

Kevin Wheeler's presentation at LearnTrends 08
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Future of Talent Conversation, Exploration, Debate A Glimpse Into Tomorrow’s Talent World with Kevin Wheeler

Who I Am Founder Global Learning Resources, Inc. – a talent management consulting firm Founder of Future of Talent – think tank and annual retreat Founder Australasian Talent Conferences in Sydney, Auckland and Singapore. Author of numerous articles, book on corporate universities. Global keynote speaker Lecturer at SFSU and USF.

Founder Global Learning Resources, Inc. – a talent management consulting firm

Founder of Future of Talent – think tank and annual retreat

Founder Australasian Talent Conferences in Sydney, Auckland and Singapore.

Author of numerous articles, book on corporate universities.

Global keynote speaker

Lecturer at SFSU and USF.

Challenges

TRENDS EVOLUTION

Current & Emerging Talent Trends

Talent Shortages – Not Over Yet! Retiring Baby Boomers – Eventually! Aging workforce Up-skilling of jobs Shift from manufacturing to service

Retiring Baby Boomers – Eventually!

Aging workforce

Up-skilling of jobs

Shift from manufacturing to service

Straight Up Straight Down

Evolution to Personalization

Emerging Practices Personalization Internet = customization Do it your way Have input to outcomes Feel somewhat in control

Personalization

Internet = customization

Do it your way

Have input to outcomes

Feel somewhat in control

Generational Awareness

Gen X Characteristics Form the core work group and core leadership team and will do so for the next decade. Pragmatic learners – what’s in it for me – now!

Form the core work group and core leadership team and will do so for the next decade.

Pragmatic learners – what’s in it for me – now!

Gen Y Characteristics Project-focused Rewards for results – not time Technology-focused learners. Eclectic learners. Seek guidance and direction – not control.

Project-focused

Rewards for results – not time

Technology-focused learners. Eclectic learners.

Seek guidance and direction – not control.

Gen M - Mobile Everything is anywhere, anytime. Short focus Watchwords = Fast, fun, fluid http://www.pewinternet.org/pdfs/PIP_Teens_Games_and_Civics_Report_FINAL.pdf

Everything is anywhere, anytime.

Short focus

Watchwords = Fast, fun, fluid

Age of Women From the April 2006 issue of the Economist: “ Forget China, India and the Internet: Economic growth is driven by women.”

From the April 2006 issue of the Economist:

“ Forget China, India and the Internet: Economic growth is driven by women.”

Women and Education Women earn 60% of bachelor's degrees and master’s degrees and 50% of PhDs. By 2017, 2/3s of all college students and degrees will go to women. Source: U.S. Census Bureau's American Community Survey

Women earn 60% of bachelor's degrees and master’s degrees and 50% of PhDs.

By 2017, 2/3s of all college students and degrees will go to women.

MULTIPLE CAREER WORKERS

Mobility PLUS Physical mobility Information mobility Presence mobility

Physical mobility

Information mobility

Presence mobility

TECHNOLOGY-DRIVEN WORK & LEARNING STYLES

Social Networking Sites

SNS: Age Distribution Source: Quantcast; April 2008

SNS: Audience Behavior Source: Quantcast; April 2008

Read and contributed to by 12 million kids 6-14. Kids have avatars. Contribute content. Band together to help the penguins and create community.

Read and contributed to by 12 million kids 6-14.

Kids have avatars.

Contribute content.

Band together to help the penguins and create community.

DESKILLING/UP-SKILLING

Building Attraction Employee Value Proposition (EVP) Understanding what we value Uncovering operating principles Defining explicitly Employment Brand Discovering attractors Discovering detractors Developing aligned messaging

Employee Value Proposition (EVP)

Understanding what we value

Uncovering operating principles

Defining explicitly

Employment Brand

Discovering attractors

Discovering detractors

Developing aligned messaging

Building Competence Knowing what we need Identifying key functions Defining competencies Testing assumptions Creating learning environments Different strokes for different folks Blending learning methods Exchanging knowledge Transfer from experienced to inexperienced

Knowing what we need

Identifying key functions

Defining competencies

Testing assumptions

Creating learning environments

Different strokes for different folks

Blending learning methods

Exchanging knowledge

Transfer from experienced to inexperienced

Building Commitment Defining commitment Time Output Mood Defining engagement What is the desired state?

Defining commitment

Time

Output

Mood

Defining engagement

What is the desired state?

Thanks! Write to me at : [email_address] Follow me on Twitter at: www.twitter.com/kwheeler Read my blog at: http://kwheeler.blogs.com Read me on ERE: www.ere.net

Write to me at :

[email_address]

Follow me on Twitter at:

www.twitter.com/kwheeler

Read my blog at:

http://kwheeler.blogs.com

Read me on ERE:

www.ere.net

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