Transcript Slide 1
Future of Work Chris Whitaker KCOM Group KCOM Group is a leading provider of communications services to consumer and business markets across the UK. Our Vision ‘together we are committed to delivering inspiring customer experiences and passionately pursuing better ways to connect people’ We want to take a leading position in the markets we serve by 2015 People Strategy • To create an environment that harnesses and rewards the potential of our people to deliver our business strategy and flexibly support our brands in driving growth and a customer experience we can be proud of. Creating excellence together is our driving principle • Our priority areas are – – – – Creating a value driven culture Leadership Development Talent & Employer Brand Reward • Decided to include Future of Work as a workstream on it’s on, reflecting the importance to our Strategy Member organisations Topics • Generational Understanding • Society changes & Demography • Technology • Leadership • Talent • Key trends When we work, what we do, where we do it & how we do it Generations • • • • • Traditionalists, born prior to 1946 Baby Boomers, born between 1946 and 1964 Gen X, born between 1965 and 1976 Millennials (Gen Y) born between 1977 and 1997 Gen 2020, born after 1997 By 2020 there will be 5 generations at work for the first time – what does this mean for HR & Communications Strategies? Ascendance & needs of Gen Y Typically described as those entering the labour market since 2000 representing the largest segment of those in employment by 2020 These individuals will be at a critical time in their careers assuming key leadership roles in Organisations, Education and Government Status is new tech, not an office Work is an activity – not a location Speedy, relaxed, socially themed meetings Happy to blend personal & private lives Collaborate & innovate Technology is something they have grown up with – it’s not new to them More familiar with diversity and more accepting of differences Accustomed to rapid change and expect flexibility Society changes and demography Longevity Declining trust in organisations Rise of Powerful women Mobility Hyper-specialisation / Mastery Falling pensions Life / Work flexibility Eco systems Micro entrepreneurs Technology • Technology will enable organisations to better see employee productivity – the role of the middle manager is dead • Five Billion people connected by 2025 • World’s knowledge becomes digitalised • Avatars will be able to interact with other users on your behalf • Cognitive assistants will act as a content buffer, prioritising what you see and what doesn’t reach you. They will understand how you prefer to work and will take decisions based on user preference • Hollowing out jobs Big Data • Humans generated more data in 2009 than in the previous 5,000 years combined! Source: as cited by wwwreadwriteweb.com, July 2010 • In 2012, 20 households will generate more Internet traffic than the entire Internet in 2008 Source: Cisco ISBG • By 2015, 1 Zettabyte of Data will flow over the Internet • One Zettabyte = stack of books from Earth to Pluto 20 times (72 billion miles) Source: Cisco Visual Networking Index, June 2011 Organisational Structures & Leadership • Traditional approach – 2008 – – – – – – – Hierarchical Command & control Pyramid structure Planned – structured Internal workers Device centric Value created by processing data • Emerging approach - 2020 – – – – – – – – Flatter Flexibility Rectangular structure Real time – adhocracy Internal workers & communities Cloud centric – BYOT Value created by processing relevance New business models Sources: Cisco /Gartner / 2020 Work Place Book Our organisational structure AS IS TO BE VISION Community Relations • Global citizens • Within 5 years each organisation will need a narrative on their role in society • Doing real corporate good will become a key function of the Employer Brand • Companies disappoint Leadership • Future leadership challenges: – Growing pace of collaborative and collective leadership – Shortages in future talent pools – Leadership Competency Gaps – Developing Future Leaders • Lack of privacy – rise of authenticity • Adept with social media messaging and tools – digitally savvy • Emotionally intelligent with an ability to inspire and engage all generations Leadership Hotspots Movement 2012 Work 2020 Vision – Key Trends 1 – 10 1. Hired / Promoted based upon your Reputation Capital 2. Mobile device will become your office / classroom 3. Global Talent shortage will be acute 4. Recruiting will start on Social Networking sites & first interview could be with your avatar 5. Web commuters will force companies to reinvent corporate offices & their design 6. Companies will hire an entire team to tackle business problems – sourcing of Intact team 7. Job requirements for CEO will include blogging & twitter 8. Corporate training curriculum will use video games, alternate reality & simulations to deliver learning 9. 2020 mindset required to thrive in a networked world 10. HR focus will move from outsourcing to crowd sourcing for innovation programs Source: The 2020 Work Place Book Work 2020 Vision – Key Trends 11 – 20 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. Corporate Social Networks will grow inside companies You will elect your leader Life long learning will be a business requirement) Work / life flexibility will replace work / life balance Companies will disclose their Corporate Social Responsibility program and progress Diversity will be a business not a HR issue The lines covering marketing, communications and learning will blur Corporate App stores will enable employees to better manage their work life flexibility Social Media literacy will be a requirement for all employees Building a portfolio of contract jobs will be a way of sustaining full time employment Source: The 2020 Work Place Book Talent • Finding, attracting & retaining Talent • Talent Clusters • Youth Unemployment • Skills gaps Our actions • Reviewing our whole employment approach to 16-24 year olds, then other generations • Participating in Balancing the Leadership scale mentoring group • Trialling BYOD in parts of the organisation • Investing in Next Generation Access to cope with additional demands • Sharing research and understanding on this topic across the organisation • Inviting people to leadership events based on contribution rather than hierarchy • Introducing social media strategy and principles for Leadership teams • Committing to future participation in the Future of Work research program Summary • World of work is changing at an unprecedented speed • Technology and demography are on the front line of these changes • Work is an activity – not a place • Speed of change is awesome, if your not agile – you will get left behind And finally • The first person to live to 200 years old has already been born