Download
slide1 n.
Skip this Video
Loading SlideShow in 5 Seconds..
Next Generation Workforce Presented to The State of Indiana PowerPoint Presentation
Download Presentation
Next Generation Workforce Presented to The State of Indiana

Next Generation Workforce Presented to The State of Indiana

196 Vues Download Presentation
Télécharger la présentation

Next Generation Workforce Presented to The State of Indiana

- - - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript

  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: ERE.net) • 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: Scott.A.Wall@Keane.com Thank You! Keane Corporate Headquarters 210 Porter Drive, Suite 315,San Ramon, CA 94583Main: 925.838.8600 Toll free: 877.88. KEANE www.keane.com Australia | Canada | France | India | New Zealand | Singapore | Switzerland | United Arab Emirates | United Kingdom | United States