Ff15 orlando 7.05 the place just right

The$Place$Just$Right:$$The$Workplace$as$a$Talent$A8rac9on$Tool$

Presented(by:(Diane$Coles<Levine,$MCR$

Sherry$McNu8$Jim$Ware,$PhD$

Meet$Our$Presenter(s):$

Diane$Coles$Levine( Sherry$McNu8( Jim$Ware(

Review$Session$Learning$Objec9ves$

1.  Describe(the(linkages(between(workplace(strategy(and(talent(a9rac:on/reten:on.(

2.  Iden:fy(specific(data(demonstra:ng(the(economic(value(and(talent(a9rac:on(impact(of(an(a9rac:ve(workplace.((

3.  Review(realEworld(case(studies(that(demonstrate(the(value(of(an(a9rac:ve(workplace(during(the(talent(recrui:ng(process;(and(define(principles(for(workplace(strategy(in(a(world(of(talent(shortages.(

Where(is(the(Weakest(Link?(

FM(

CESuite(

Finance( Business(Units(

IT( HR(“Raising(the(Bar”(RICS,(2013(

Our(Agenda(

The Future of Work HR Perspectives FM Perspectives

What Can We Do? ©(2015(by(The(Future(of(Work…unlimited.(All(rights(reserved(

The(Future(of(Work(

Exponential Technology Disruption

©(2015(by(The(Future(of(Work…unlimited.(All(rights(reserved(Source:((Society(for(Human(Resource(Management(

The(Future(of(Work(

Global Connectivity

©(2015(by(The(Future(of(Work…unlimited.(All(rights(reserved(Source:((Society(for(Human(Resource(Management(

The(Future(of(Work(

Radical Organizational Reconfiguration

©(2015(by(The(Future(of(Work…unlimited.(All(rights(reserved(Source:((Society(for(Human(Resource(Management(

The(Future(of(Work(

Global Talent Markets

©(2015(by(The(Future(of(Work…unlimited.(All(rights(reserved(Source:((Society(for(Human(Resource(Management(

The(Future(of(Work(

Human/Machine Collaboration

©(2015(by(The(Future(of(Work…unlimited.(All(rights(reserved(Source:((Society(for(Human(Resource(Management(

It’s$a$Perfect$Storm$

Global Connectivity

Human Machine

Collaboration

Global Talent Markets

Radical Organizational Reconfiguration

Exponential Technology Disruption

©(2015(by(The(Future(of(Work…unlimited.(All(rights(reserved(Source:((Society(for(Human(Resource(Management(

Top$Four$C<Suite$Workforce$Issues$

“Strategies(for(Growth”(E((Towers(Watson(

1.(Loss(of(talent(in(key(skills(areas(2.(Lack(of(succession$planning/management(

3.(Inability(to(a8ract(&(retain(talent(4.(Low(levels(of(employee(engagement(

Key$Challenges$for$HR$

• Changes(in(the(labor(market(

• Changes(in(workforce(demographics(

• Skills(gaps,(especially(for(STEM(posi:ons(

• Compe:ng(for(the(a9rac:on,(reten:on(and(engagement(of(highEquality(talent(

Culture,(diversity,(engagement,(and(reten2on(are(all(front5burner(issues(

Source: Bureau of Labor Statistics, Job Openings and Labor Turnover Survey, April 7, 2015. (

Note: Shaded area represents recession as determined by the National Bureau of Economic Research (NBER). (

Job$Openings$and$Employment$Seasonally$adjusted,$in$thousands(

5.1$million$job$openings$in$Feb$2015$

Source: Bureau of Labor Statistics, Job Openings and Labor Turnover Survey, April 7, 2015. (Note: Shaded area represents recession as determined by the National Bureau of Economic Research (NBER). (

Number$of$Unemployed$Persons$per$Job$Opening$Seasonally$adjusted,$in$thousands(

Source: Bureau of Labor Statistics, Job Openings and Labor Turnover Survey, April 7, 2015. (

Note: Shaded area represents recession as determined by the National Bureau of Economic Research (NBER). (

Voluntary$Quits$vs.$Layoffs$and$Discharges$Seasonally$adjusted,$in$thousands(

Layoffs$and$Discharges(

Source: Bureau of Labor Statistics, Job Openings and Labor Turnover Survey, April 7, 2015. (

…$have$decreased$over$the$past$5$years,$while$voluntary$quits$have$con9nued$to$rise$for$the$5th$consecu9ve$year(

Expected(Workforce(Changes(•  Increased(global(mobility(of(talent(

• Changes(in(migra:on(laws(around(the(globe(

• Older(workers(are(working(longer,(re:ring(later(

• Many(midEskilled(jobs(are(being(automated(

SHRM Foundation, 2014. The Evolution of Work and the Worker.(

Expected(Workforce(Changes(• Scarcity(of(certain(technical(skills,(especially(skilled(trades(or(STEM(– technology(and(business(changes(are(outpacing(educa:on/training(for(the(future(

• Employees(expect(greater(work/life(balance,(and(it’s(not(just(the(Millennials((– increased(need(for(customized(benefits(– mobility(of(benefits((– flexible(work(op:ons((

SHRM Foundation, 2014. The Evolution of Work and the Worker.(

Keys(to(Winning(the(Talent(War(Sourcing$ Data$&$Metrics$ Talent$Brand$

•  Op:mizing(the(use((and(spend)(of(the(plethora(of(recrui:ng(sources(available(

•  Recruitment(strategies(that(consider(both(ac:ve(and(passive(candidates(

•  Engaging(in(proac:ve(workforce(planning(

•  Iden:fying(and(tracking(relevant(metrics(for(determining(ROI(

•  Essen:al(for(both(a9rac:on(and(reten:on(

•  More(than(just(a(slogan(

•  Company(programs(and(prac:ces(must(reflect(the(proposed(“employment(deal”(

Recruiters(Must(Act(More(Like(Marketers(

The$4$P’s$of$Marke9ng$

Product$ The(job(and(the(workplace(

Price$ Employee(salary(and(benefits(

Place$Job(boards,(social(and(professional(networks,(email(

Promo9on$

Outbound:(Job(pos:ngs,(public(rela:ons(Inbound:(Build(rela:onships(with(talent(communi:es,(social,(digital,(and(content(marke:ng(

How(Can(Workplace(

Impact(People?(

Case(Study:(ASICS(America(

©(2015(by(Workplace(Management(Solu:ons.(All(rights(reserved(

Case(Study:(ASICS(America(

Branding$

©(2015(by(Workplace(Management(Solu:ons.(All(rights(reserved(

Case(Study:(ASICS(Americas(

Health$&$Wellness$

Anime$Sana$In$Corpore$Sano:($“A"sound"mind"in"a"sound"body”(

©(2015(by(Workplace(Management(Solu:ons.(All(rights(reserved(

Case(Study:(ASICS(America(

Community$

©(2015(by(Workplace(Management(Solu:ons.(All(rights(reserved(

Case(Study:(ASICS(Americas(

Collabora9on$&$Crea9vity$

©(2015(by(Workplace(Management(Solu:ons.(All(rights(reserved(

What(Can(We(Do(to(Make(the((Workplace(More(Central(to(HR?(

Looking(Ahead(HR(and(CRE/FM(building(a(stronger(connec:on(

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through(research(&(analy:cs(

©(2015(by(Workplace(Management(Solu:ons.(All(rights(reserved(

Survey$Coverage$• A9rac:on/Reten:on(data(• Recrui:ng(prac:ces(• Workplace(and(workplace(design(as(a(recrui:ng(tool(•  Impact(of(flexible(work(programs(on(recrui:ng(• Employee(engagement/sa:sfac:on(with(the(workplace(

©(2015(by(The(Future(of(Work…unlimited.(All(rights(reserved(

A8rac9on/Reten9on$Data$• Number(of(employees(– full(:me(– partE:me(

• Number(of(job(offers(

• Acceptance(rate(• Voluntary(departures(

©(2015(by(The(Future(of(Work…unlimited.(All(rights(reserved(

Recrui9ng$Prac9ces$

• Recrui:ng(tools(being(used(– workplace(ameni:es(– flexible(work(– telecommu:ng(– health(and(wellEbeing(programs(

• Promo:ng(workplace(design(as(a(benefit?(• Choice(of(work(loca:on?(• Tour(of(the(workplace?(

©(2015(by(The(Future(of(Work…unlimited.(All(rights(reserved(

Impact$of$Workplace$Design$

• …on(employee(engagement(

• …(on(a9rac:on/reten:on(

• …(on(recrui:ng(success(

• …(on(employee(sa:sfac:on(

©(2015(by(The(Future(of(Work…unlimited.(All(rights(reserved(

Impact$of$Workplace$Design$• Do(you(survey(employees(on(sa:sfac:on(with(their(workplace?(

• Do(HREdriven(sa:sfac:on(surveys(include(workplace(design(as(a(factor?(

©(2015(by(The(Future(of(Work…unlimited.(All(rights(reserved(

Our(Dream(• Workplace(as(part(of(employee(sa:sfac:on(and(engagement(research(

• Proof(of(the(impact(

• A(solid(partnership(between(FM(and(HR(

Next(Steps(• Field(test(survey(• Confirm(support(from(IFMA(and(IAMC(• Collect(data(• Prepare(report(•  Issue(recommenda:ons(

Final Thoughts

Stay(in(Touch(

Diane(Coles(Levine(Workplace(Management(Solu:ons([email protected](

Sherry(McNu9(Independent(Consultant([email protected](

Jim(Ware,(PhD(The(Future(of(Work…unlimited([email protected](