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Next Generation Workforce Presented to The State of Indiana PowerPoint Presentation
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Next Generation Workforce Presented to The State of Indiana

Next Generation Workforce Presented to The State of Indiana

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Next Generation Workforce Presented to The State of Indiana

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  1. Next Generation WorkforcePresented to The State of Indiana Scott Wall Director, Talent Acquisition, North AmericaJune 10, 2008

  2. Keane has supported the FSSA, Social Services Data Warehouse since 2001 • The Social Services Data Warehouse provides reporting, analysis and decision support capabilities to 7 agencies within the State of Indiana • Keane has a full-time staff of 16 core resources and brings in additional resources for specific projects over and above the support for the Social Services Data Warehouse • Services include: • Data Warehouse Requirements Definition and Design • Data Warehouse and Data Cube Construction and Deployment • Data Transformation and Cleansing • Business Intelligence Strategy • Benefits to the State of Indiana include: • Fulfillment of Federal, State and Local reporting requirements • Program fraud and abuse detection • Improved planning capabilities enabled by geographic, financial and service pattern analysis State of Indiana – Current Portfolio

  3. Characteristics of Baby Boomers • Born between 1946 – 1964 • Represent 28% of the U.S. population • Boomers constitute 50% of the current U.S. workforce, a percentage nearly equal in size to the next two following generations • Referred to as The Boomers, The Sandwich Generation or Generation Jones • Nearly 40% of U.S. workers are preparing to reduce their involvement in the workplace (Source: • As of late 2007 approximately 75,000 Federal workers were eligible for retirement. More than 50% of all Federal workers are within five years of retirement. Furthermore, 70% of all senior managers will be eligible to retire by 2009. (Source: Human Capital Institute, Tom Durgin)

  4. Characteristics of Generation X • Born between 1964 – 1982 • Represent 16% of the U.S. population • In the U.S. Gen X was originally referred to as the “Baby Bust" generation because of the small number of births following the baby boom • Also referred to as The MTV generation, Twenty Somethings, The 13th Generation – 13th Generation since the founding of our Country, and the 1st Wave of Latchkey kids to hit the workforce

  5. Characteristics of Generation Y • Born between 1980 - 2003 • Represent roughly 20% of the population • Also known as Echo Boomers, Millennials, Gen Why, NextGen, The Me Generation and The Look at Me Generation • Generation Y candidates are using less traditional methods to find employment, research employers and make hiring decisions

  6. Generational Work Styles

  7. Industry Response to Workforce Trends • Redeployment of baby boomers • Establishment of a contingent workforce • Provide a flexible work environment • Virtual, flex-time, casual work environment and job sharing • Market public service as a unique opportunity to do important work • Re-brand marketing programs to attract talent, website to be more appealing (modifying position descriptions that look like legal announcements) • Alter the way talent is recruited • Blogging, text messaging, social networking and online applications • Examine existing processes for inefficiencies • Campus Recruitment Programs • To develop future leaders from within the ranks • Revamp referral programs… Talent finds talent! • Employees share their success stories with others to attract top talent through Employee Referral Programs

  8. Industry Response to Workforce Trends (continued) • Provide mentoring and internal career mobility to continuously stimulate and energize the talent base • Rotate and promote from within • Coaching opportunity for senior managers to develop future leaders • Organize philanthropic efforts • Serves as a way to attract and engage the next generation • Creates an interest in technology careers • Provide employees with flexible learning opportunities • Via eLearning content and on-line books to strengthen skills specific to your company’s core set of competencies • Encourage thought leadership • Create opportunities to participate in strategic, project-based initiatives • Provide continual feedback as to the impact the employee is making on the project • Acknowledge and encourage the need to address generational differences • Retain what is working and keep an open mind

  9. Questions / Feedback Scott Wall Direct: 866.258.8797 E-mail: Thank You! Keane Corporate Headquarters 210 Porter Drive, Suite 315,San Ramon, CA 94583Main: 925.838.8600 Toll free: 877.88. KEANE Australia | Canada | France | India | New Zealand | Singapore | Switzerland | United Arab Emirates | United Kingdom | United States