© 2014, Future of Talent Institute 2014 Contingent Workforce Conference Presented by Kevin Wheeler The Irresistible Rise of the CONTINGENT WORKFORCE 2020
Dec 04, 2014
© 2014, Future of Talent Institute
2014 Contingent Workforce
Conference
Presented by Kevin Wheeler
The Irresistible Rise of the CONTINGENT WORKFORCE 2020
© 2014, Future of Talent Institute
Economic
Global corporations, tax laws, free labor movement in Europe, restrictive labor movement in other countries, rise of bit coins & networked banking, decline in public companies
Structural
Aging workforce
Longer lifespans
Automation & robotics
Internet
Attitude/Lifestyle
Desire for choice/flexibility
Declining desire for careers
Global focus
Economic, Structural & Attitude Changes
impact Employment
2
© 2014, Future of Talent Institute
© 2014, Future of Talent Institute
IPOs per year in the US
800
700
600
500
400
300
200
100
0
19
80
1
98
1
19
82
1
98
3
19
84
1
98
5
19
86
1
98
7
19
88
1
98
9
19
90
1
99
1
19
92
1
99
3
19
94
1
99
5
19
96
1
99
7
19
98
1
99
9
20
00
2
00
1
20
02
2
00
3
20
04
2
00
5
20
06
2
00
7
20
08
2
00
9
20
10
© 2014, Future of Talent Institute
Global, Virtual Workforce Emerges
GUIDING
PRINCIPLE: Skills
not geography are
king.
5
Rise of
Collaborative
Work
Wide sharing
of data,
ideas
Opening Virtual Borders
© 2014, Future of Talent Institute
© 2014, Future of Talent Institute
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© 2014, Future of Talent Institute
Two-Thirds of Work is Done Outside of
Organisational Workspace
8
Corporate Office
35%
Co-Working/Cafe
35% At Home
35%
Growth is here
© 2014, Future of Talent Institute
The Office is Dead
9
“It’s clear from our research that traditional nine to
five office working could soon become resigned
to history for many workers. People feel strongly
that they no longer want to work within the
constraints of the typical office environment and
advances in technology mean that workers no
longer have to be shackled to their desks.
Jon Andrews, UK HR Consulting leader
at PwC
© 2014, Future of Talent Institute
10
Networks are the New
Organisations
© 2014, Future of Talent Institute
11
© 2014, Future of Talent Institute
Strong customer involvement
Organic – fewer rules, no clear boundaries
Authority = capability
Alliances/partnerships
Team-based
Flat, distributed
Focus on patterns, change, learning orgs
Emerging Organisational Structural
Changes
12
© 2014, Future of Talent Institute
13
Obvious challenges
Outdated government regulations and law
Risk and liability ownership
Tax issues
Reputation/brand/trust
Fear of lack of control
Not so obvious challenges
Global currency restrictions
Nationalism
Cultural issues/biases
Managing virtual teams
Choreography of work
Appearance of chaos
© 2014, Future of Talent Institute
Leverage global reach, independent workers and diversity to:
Crowdsource Ideas/Share/Collaborate
Experiment/Innovate
Reward risk taking
Amplification of Talent
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20th Century
-Hide ideas/Own everything/IP
-Incremental innovation
-Avoid risk taking at all costs
© 2014, Future of Talent Institute
Approach a project/assignment in quickly formed teams.
Focus on people with skills and capabilities that differentiate.
Reward learning/fast adaptation and fast “unlearning”
Scan data/market for trends and adapt quickly.
Build, test, rebuild……
SWAT Work Teams
15
© 2014, Future of Talent Institute
16
DIGITAL NOMADS
© 2014, Future of Talent Institute
Focuses on individuals over lifetime
Fee-based
Promotes and brands individuals
Offers central services (payroll, tax, legal)
Provides training, assessment, counseling
Places people in any role: part-time, permanent, contractor
The Talent
Agent Rises
17
© 2014, Future of Talent Institute
Support Individuals
18
© 2014, Future of Talent Institute
Emerging Tools for Freelancers
19
© 2014, Future of Talent Institute
Think of talent as a cloud, as mobile, possibly working for IBM in the morning virtually and someone else in the afternoon.
Focus on developing leaders with multicultural competence.
Use social media as an HR tool replacing periodic performance reviews and enabling daily, continuous feedback.
Use predictive analytics as an innovation tool.
IBM “HR ThinkFuture”
J. Randall MacDonald
Former Senior Vice President, Human Resources
© 2014, Future of Talent Institute
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THANKS
YOUR THOUGHTS & QUESTIONS
Follow me on Twitter: @kwheeler
Follow ATC: @ATCEvent