Human Resources and Employment in Changing Times Bettina Bender, CM Murray LLP, London U.K. David Garland, Epstein Becker Green, New York USA Erin Kuzz,

Slides:



Advertisements
Similar presentations
Copyright © 1999 Harcourt Brace & Company Canada, Ltd. Chapter 2 The Human Asset Falkenberg, Stone, and Meltz Human Resource Management in Canada Fourth.
Advertisements

‘Total reward’: a medium through which employers may frame extrinsic and intrinsic reward as a balanced portfolio The evolution of contexts for reward.
GENERATION NEXT Retention Strategies for the Energetic Younger Worker By Gregory Evans, Esq.
Generational Characteristics of Our Students and Ourselves Presented by David J. Sorrells, Ph.D. Coordinator of Assessment QEP Chair.
Relating & Communicating Addressing Generational Diversity in the Classroom This presentation was adapted from Irvine, K. Engaging the Generations. For,
THE CHANGING LANDSCAPE OF TALENT Generation Y. The Generations In the war for talent the rules of engagement have changed! Generation Y advancing up the.
A Successful Multi-Generational Work Environment (From Backpacks to Briefcases) Megan Martin Training/Development Coordinator University of Missouri Extension.
1 From the Silent Generation to the New Millennials Generational Differences in the Workplace January 10, 2014.
Closing the Generation Gap Nancy Barry Speaker – Author – Gen Y Expert nancybarry.com Author of When Reality Hits: What Employers Want Recent College Graduates.
Gen Why?. Defining Events Great Depression WW II Age of Radio Silver Screen Traditionalists: 64 – 87 years old Attitude/Values Loyal Respect.
The Contemporary Multi- Generational Workforce Bahira Sherif Trask Human Development & Family Studies University of Delaware Bahira Sherif.
Go2—The resource for people in Tourism1 The Multigenerational Workforce - Realities, Myths & Revelations Thursday, 21 June, 2012.
Working With Multiple Generations. Current Workforce Veterans (52 Million) Baby Boomers (73.2 Million) Generation X (70.1.
TCCTA Fall Leaders Conference October 6,  Veterans : Also called the Silent Generation, Traditionalists and Seniors, these individuals were born.
Helping People be Better at Work. We’re living thirty years longer than we did a hundred years ago. For the first time in our nation’s history, America.
MILLENNIALS: WHAT’S UP WITH THOSE KIDS TODAY? NOW WE’RE TALKING CONFERENCE JUNE 11 & 12, 2014 MEDICINE HAT, ALBERTA PRESENTED BY: PAULA J. MACLEAN
Demographic Trends Affecting Cities Engaging the Younger Generations.
CHAPTER 2 TRENDS AFFECTING HUMAN RESOURCE MANAGEMENT PowerPoint Presentation by Charlie Cook Copyright © 2002 South-Western. All rights reserved.
Industry Solution – Regional Implementation S. Gary Snodgrass, EVP, Exelon Corporation Chief Human Resources Officer.
1 Keenhire Franchise Plan Plan. 2 Corporate Effectiveness Hinges on the ability to The Right Talent Attract, Select, Hire, Leverage & Retain.
CHAPTER 2 TRENDS AFFECTING HUMAN RESOURCE MANAGEMENT PowerPoint Presentation by Charlie Cook Copyright © 2002 South-Western. All rights reserved.
The Health of Older Workers – Implications for Future Labour Participation 11 th Global Conference of the International Federation of Aging 28 May to 1.
. Chapter 16 Managing the Ageing Workforce John Hicks, PK Basu and Richard B Sappey Copyright  2010 McGraw-Hill Australia Pty Ltd PPTs to accompany Strachan,
The Aging U.S. Workforce: Trends and Challenges June 1, IAJVS Annual Conference, Boston MA Trends and Challenges June 1, IAJVS Annual.
Presentation Title : Sub Title Bridging the Gap Research Project EHRC Conference – November 6, 2013.
Rethinking Total Rewards John Cardella Chief People Officer Ceridian Canada June 15, CPBI National Conference Rethinking Total Rewards: Aligned.
Engaging the Multigenerational Workforce Inspire  Transform  Innovate.
What is it and why does it matter?
Re-Inventing Retirement: Baby Boomers and The Aging Workforce Craig Langford AARP Workforce Issues.
1 Rosemary Venne: University of Saskatchewan Demographic Trends: Canada small spread out population + large land mass = high infrastructure costs population.
Planning For an Unpredictable Future: How to Deal with a World of Constant Change Presented by: Kathleen E. High, M.Ed. Adjunct Career Counselor Cypress.
Testing commitment to diversity in times of austerity Ted Rogers School of Management, Ryerson University Toronto October 22, 2010.
Keeping Seniors Connected to the Labor Market: Trends and Benefits National Governor’s Association November 17, 2006 Trends and Benefits National Governor’s.
The Multi-Generational Workforce: Lessons Learned from Sloan Center Research Jacquelyn James, Ph.D. Boston College Center on Aging & Work September 20,
Closing the Generation Gap Leading Today’s Multi-Generation Workforce
BY CECILIA CARRASQUERO What do you think is Generational Communication?
Millennials Rising “The Millennials are Coming” Dr. Tom IRWA Federal Agency Update.
How to Attract, Hire and Retain the Highest Caliber Workforce Presented by: Leslie Askanas Askanas Human Resources Consulting.
WORK-LIFE INTEGRATION, REDUCING WORK STRESS: SOME STRATEGIES THAT WORK Donna S. Lero Centre for Families, Work, and Well-Being University of Guelph, Ontario.
Managing Change in the Workplace. Workplace Supply & Demand Trends By 2010, 52% of the U.S. work force will be between the ages of 55 and 64 From 2010.
1 Demographic Trends: Canada small spread out population + large land mass = high infrastructure costs population pyramids: middle-age spread/boomers aging.
03/11/08Page - 1 Maintaining Training During Economic Constraints Presented by Mike Peters.
INDEPENDENCE IN AMERICA CAMEO 2013 BOARD RETREAT JUNE 5TH, 2013 Carolyn Ockels: Managing Partner Steve King: Partner Emergent Research.
1 Understanding Four Generations in the Workplace Presented by: Patricia Pippert P 2 Enterprises.
1 Connecting to a Changing Workforce Building Engagement across Diverse Generations Facilitated by: Margaretta Noonan February 24, 2012.
Roadtrip Nation Generations in the workplace Traditionalist ( ) Baby Boomers ( ) Gen X ( ) Millennial Generation or Gen Y ( )
Did you Know?. It Takes A Village….. To Reach and Inspire Our Students Susan Coleman Orange Coast College.
July 2009ACR Workplace Section - Teleseminar1 GENERATIONAL DIVERSITY …the new frontier... Debra Dupree, LMFT #23250
Generational Identity in the Workplace
Attracting & Retaining Millennials
Attrition Management : Retaining Vs. Fresh Hiring… Trim the hedge at the right place & right time..
Thriving at Any Age in the Workplace Mary-Alice Ozechoski, Vice President of Student Affairs Lauren Condon, Assistant Director of Student Activities Fae.
13/20/2009 Talkin’ About Our Generation 1. 23/20/2009 U.S. Labor Market million more jobs than available workers to fill them 2 experienced workers.
Recruitment,Retention and Retirement: The Future of Librarianship.
RECRUITING, RETAINING AND SUPPORTING MAINE’S AGING WORKFORCE Lori Parham, State Director AARP Maine April 2016.
Employee Movements Career Management. The Basics Career The occupational positions a person has had over many years. Career management The process for.
Building Your Team for the Future For: NLC-RISC General Session Understanding the Multigenerational Workforce.
Managing Human Resources
Welcome (we’ll begin momentarily) From Acronyms to Generations: Are You Being Understood? Presented by: Amy Hart, Hart Training Connection.
Working Together the multigenerational workforce Laura Smith, Public Relations Manager.
Is this an accurate portrayal of Teen Culture?. Mr. Vernon “These kids turned on me” Carl (Custodian) “The kids are the same…YOU are the one who changed”
“Four Generations Working Together” Alyssa Foulke.
Recruitment and Retention Human
Human Resources and Employment in Changing Times
Working Across generations
Workforce 2020 The Engagement Paradigm
Is this an accurate portrayal of Teen Culture?
The Multi-Generational Labor Force
Millennials in the Workplace
Remote workplace practices
Presentation transcript:

Human Resources and Employment in Changing Times Bettina Bender, CM Murray LLP, London U.K. David Garland, Epstein Becker Green, New York USA Erin Kuzz, Sherrard Kuzz LLP, Toronto Canada

Overview of Discussion Are working relationships fundamentally changing – away from employment with a single employer, and perhaps away from employment at all?  What does this mean for human resource professionals in XB context? 2

Overview of Discussion Is the workplace changing to meet the needs of the ‘millennials’ or ‘Gen Y’s’ and does it need to ? How is that impacting XB assignments? Is the role of older workers changing? What is the impact of the economic crisis on the workplace and employees’ expectations and behaviour? New job market entrants – is there a ‘Lost Generation’? 3

The Four Generations Traditionalists (born ) Baby Boomers (born ) Gen X (born ) Gen Y/Millennials (born ) 4

Relationship with Authority Traditionalists:  Respect for authority and hierarchy  Seniority/job titles respected Boomers:  Challenge authority  Desire flat, democratic organizations 5

Relationship with Authority Gen X’s  Unimpressed by authority  Competence and skills respected over authority Gen Y’s/Millennials  Respect for authority who demonstrate competence  Flip traditional roles by teaching superiors how to use technology 6

Relationship with Organization Traditionalists:  Loyal to organization  Career = security Boomers:  Loyal to the team  Career = self worth 7

Relationship with Organization Gen X’s  Loyal to the Manager  Career = one part of life Gen Y’s/Millennials  Loyal to colleagues  Career = indivisible from life, but doesn’t have to be in one place 8

Impact on Talent Development How do the characteristics of Gen Y’s impact on talent development strategies?  Need for affirmation  Need for change  Need for constant challenge/development  Willingness to move; perceived lack of corp loyalty  Perceived lack of ‘patience’ Instant gratification 9

Impact on Talent Development How do the characteristics of Gen Y’s impact on talent development strategies?  Desire to network/be ‘plugged in’  Role of social networking  ‘Work/life balance’ 10

Significantly increased variability in relationships ‘Traditional’ XB assignment XB move with localised terms Commuting XB (with or without family) Remote working What are the most effective strategies to manage the organization’s expectations of the wants/needs in respect of XB assignments? 11

Is it all about the money? When dealing with Gen Y’s, what are the drivers of a successful XB assignment?  Challenge?  Profile?  Improving/enhancing qualifications?  Career path/progression?  Flexible benefits (buying/selling holiday, childcare etc) How do these impact traditional XB assignments? 12

What about the other end of the spectrum? Workforces are aging; population growth not keeping up How is this impact XB assignments?  Considering more senior employees for XB assignments?  Do generational differences enhance success of XB assignments for older workers? No young families; fewer ‘work/life balance’ issues? 13

14 To Conclude - Are there international trends to be observed? - What are the regional/country differences? - Are differences based on economic factors/culture/demographic? - XBHR Predictions for the Future!