The emerging business and exclusion social context Geoff Glover - - PowerPoint PPT Presentation
Social Exclusion Social The emerging business and exclusion social context Geoff Glover VP HR Talent Management 11/11/2011 Geoff Glover Vice President Human Resources, Talent Management Page 1 agenda Social Global Business and
Geoff Glover VP HR Talent Management
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Vice President Human Resources, Talent Management
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„ Global Business and Social Developments „ Consequences / Responses at Company Level „ Consequences / Suggested approaches at society level „ Closing Remarks
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19 650
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Brazil 3% of world population 198 m people 2,5 of world GDP
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Source: Frost & Sullivan
Source: Booz & Company
484 million 550 million 462 million 134 million 600 million 750 million 150 million 53 million 88 million
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20th century Industrial Economy 21st century Global knowledge economy
Capital Knowledge Land Labour
Driving forces
Form
network Result
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‟ Being a truly global corporation ‟ Passion for our customers globally ‟ Strong brand identity ‟ Luxury products ‟ Creativity & Innovation ‟ Smart / Rapid development ‟ bring to market first ‟ Lean mindset - high productivity to offset cost/ scale disadvantages ‟ Sustainable development solutions ‟ Superior service dimension The Business Dynamics
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Competence
Competence is: Knowledge Experience Skills Behaviours Attitude
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Source: Deloitte Research
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Supply development indicator
Indicating trends in the supply of human resources in MST (accounting for demography, educational attainment and choice of MST education)
USA Japan Sweden United Kingdom Germany France Italy Netherlands Belgium Ireland Poland Finland Europe
1 2 3
Extremely positive Very positive Positive Insignificant Negative Very negative Extremely negative
Källa: ERT
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Source: Talent and Organisation Perfomance 2008 Accenture
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Decreased volume of talent supply – Demographics Decreased interest in technical education and career choice Diversity – female employment rate needs to increase Less female interest for the industrial sectors Less motivation to achieve higher level positions
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Capable and commited people organised for Business success
Equality of Opportunity Employer of Choice
Learning Org. Compliance Strategies Lean Think Quality Systems Brand Management Customer centricity
Life Long learning change mngt E-Commerce E-Communication E-Learning
Diversification
services Global corporations Mergers & Acquisitions Asset Utilisation Win the war for Talent Flexible Work Practices
Empowered People
Corporate social responsibility Diverse Leadership Team Players Systemic Thinker Development Continuously Learning Task Orientated entrepreneur Communication
Diversity
Business Acumen
Flexible/Versatile Customer Focused Excellence in execution Positive to change Durability Relationships Innovative Courage Integrity
Global perspective
Able to “add value” Business to business partnerships Employer Branding Worklife blend Well being agenda Global perspective Innovation drives Work design Product and technology shifts Offshoring
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„ Global Business and Social Developments „ Consequences / Responses at Company Level „ Consequences / Suggested approaches at society level „ Closing Remarks
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Highest quality product/service to most profitable Worldwide market at lowest cost under changing market and competitive conditions through Global sourcing of:
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Source: Frost & Sullivan
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‟ Countries, economies, markets, locations, employees, customers, products, languages, generations, attitudes and beliefs.
‟ Act as ”bridges” ‟ Offer different perspectives ‟ Challenge norms and enhance creativity
‟ A Home for Diverse Talent
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Sustainable development Brand Organisational Dispersion Values Employer brand, Increased transparency CSR agenda
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„ Global Business and Social Developments „ Consequences / Responses at Company Level „ Consequences / Suggested approaches at society level „ Closing Remarks
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Low availability
in Region High availability
in Region
due to skills availability
Company
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The Region
Validation Assessment Recognition Accreditation
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Technology / Equipment Providers Champion Connectivity
Knowledge or Learning Region
analysis
assessment
global competitiveness
Schools Employers Adult Education Unemployed
analysis
assessment
in employment
analysis
assessment
competitiveness
analysis
assessment
competitiveness
Regional Competence Platform
Citizens
Analysis Solutions Investment Standards Aspirations Joint Share Collaborate Standards Aspire Joint Share Collaborate Standards Aspire Joint Share Collaborate Standards Aspire
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Increased cultural diversity and improved quality of life Attract well educated and creative people Higher productivity and profit
More public funding to improve and increase attractiveness of the public space
Faster economic growth and higher tax intake
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„ Global Business and Social Developments „ Consequences / Responses at Company Level „ Consequences / Suggested approaches at society level „ Closing Remarks
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1) ‟ A competitive economic strategy
„ Global niche „ Entrepreneurial
2) ‟ The Knowledge/Learning Region
„ World Class Learning Infrastructure to develop and attract global talent „ Regional Competence Platform „ Global standards ‟ assessment and validation „ Invest more in schools/International schools „ Public funding and technology to leverage learning assets „ Attract students for economic priorities and from growth markets „ Support global talent ”conversion”/integration
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3) ‟ Infrastructure, a home for global talent
„ Attractive living and working environment, accommodation, transportation, connectivity etc. „ Differentiated taxation, student fees, scholarships etc.
4) ‟ Marketing
„ Confident and proud „ Clear on our global offer „ Strength through unity
5) ‟ Holistic approach
„ Common goals, strategy „ Engage the ”whole team” „ Leverage all assets „ Deliver the plan
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source: Fortune
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„ In the knowledge age: „ Organisation structures will be loose, more virtual and leaner. „ Connectivity will be key to managing business relationships, productivity realisation, organisation performance etc. „ Leadership decision making will become more intuitive. „ Management of ”knowledge workers”, 3 generations in one workplace, more diverse groups, will be a complex business. „ Businesses are placing more and more emphasis on the ”soft skills”, especially leadership, lean thinking, systemic thinking, the willingness and ability to continuously learn. „ Business assessment is that the hard skills can be taught and will have limited lifespans.
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(Glaeser, Saiz, Kolko, 2001)
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„ Quality of Place ‟ estetiska faktorer „ Self-Expression ‟ tolerans, rätten att vara sig själv „ Utbildningsmöjligheter „ Möjlighet till sociala nätverk ‟ utbud av ”det tredje rummet” „ Grundläggande behov (sjukvård, skola, omsorg, kollektivtrafik etc)
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(1) Quality of Place:
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(2) Tolerans: Self-Expression/Diversity
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„ Den allmänna och övergripande ”city satisfaction” „ En ökad sannolikhet för att man vill stanna på den platsen man bor „ En ökad sannolikhet för att man kan tänka sig att rekommendera platsen för boende för någon man känner