get’em while they’re hot!
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Get’em While They’re HOT!
Facing the Labor and Skill Shortage
Implications For
Your Organization
Dr. Tony Zeiss
“America is facing the greatest America is facing the greatest labor & skills shortagelabor & skills shortage
in its history!”in its history!”
Hard Facts• 10 million worker shortage in 2011.
- U. S. Bureau of Labor Statistics
• A crisis in finding skilled labor.- National Association of Manufactures;
Senator Tom Harken
• Health care providers & public schools are desperate for skilled labor~
-Get’em While They’re HotDr. Tony Zeiss
Hard Facts
• Baby boomers are retiring.
• Succeeding generations are smaller.
• Low skilled jobs are becoming obsolete or moving offshore.
• Higher skilled jobs are replacing lower skilled jobs.
• America’s talent pool is decreasing; China’s & India’s are increasing.
• Evolving leadership gap.~
Projected Growth in Supply and Demand of Workers With Some Postsecondary Education, 1998 to 2028
Source: D. O. L.
60,000
70,000
80,000
90,000
100,000
110,000
120,000
130,000
140,000
150,000
1998 2008 2018 2028
Th
ousa
nd
sJobs requiring some postsecondary experience
Workers with some postsecondary experience
Source: Bureau of Labor Statistics, U.S. Census Bureau and National Alliance of Business
Education Required
Hard Facts
• U. S. is losing manufacturing jobs.
• 80% of creativity & innovation.
• We must continue to be creative & innovative.
• Jobs of the Future require higher skills & knowledge.
• 40% to 60% of jobs in 2015 don’t exist~
Creating ChangeCreating Change
• Build Trusting Relationships
• Create Anxiety, Need
• Paint Clear Vision To Fix It
• Tap Into Organization’s Core Values
Creating ChangeCreating Change• Use Strengths and Pride of Organization
• Use Reward Systems That Work
• Communicate
• Arouse Passion
• Be Consistent~
Good News
• Those organizations that prepare for the labor & skill shortage will do well!
• Providing a reliable supply chain of skilled workers is critical (and can be done).
• Only 21% of jobs in America require bachelors or higher degrees.
Good News
• 75% of jobs in America require training beyond high school, but below 4 year degrees.
• Most outsourced corporate education is provided by community colleges.
• Community Colleges are driving much of the economy (A great source of skilled employees; very responsive).
Good NewsSmart organizations are discovering
how to:I. AttractII. DevelopIII. Retain
Peak Performers for future success!
I. Attracting Peak Performers
• Establish great reputation for a good place to work.
• Establish a reliable worker supply chain.
• Provide competitive salary and benefits.
• Closely match candidates’ abilities & interests to the job profile.~
Sources of New Workers• Emerging Workers
Recent high-school dropoutsChronically unemployed (often Illiterate)New high-school graduatesAdults entering work for the first time ImmigrantsDisabled (entering work for the first time)
• Existing WorkersCurrently employedCurrently underemployed
Sources of New Workers
•Transitional Workers Dislocated workers Workers changing jobs or careers Recently separated veterans
•Retirees (Baby Boomers) Retirees seeking new jobs Retirees seeking part-time work
Impact of Life-long Learners & “Retiring” Baby Boomers
• Life Expectancy was 47 in 1900; today: 80.
• Retirement age will likely increase.
• Economic changes will require more frequent training opportunities.
• “Retiring Baby Boomers will need education and training.
June 10 Newsweek Article
II. Developing Peak Performers
• Provide effective & relevant training for all employees.
• Provide effective motivation for all employees.
• Provide a supportive & caring environment.
Employee Motivators
• Recognition
• A sense of belonging
• A sense of significance & personal growth
• Fair compensation tied to achievement & productivity~
C. Power of Influence Social
9. Law of Learning
8. Law of Self-Confidence
9. Law of Organization
10. Law of Results
Power of Influence Social
5. Law of Problem Solving
6. Law of Team Work
7. Law of Work Ethic
8. Law of Communication
III. Retaining Peak Performers
• First, hire the right people for the job.
• Treat them with respect, trust, and do what you promise.
• Understand why you lose good employees.~
Why Employees Leave
• Distrust
• Little or no recognition• Little sense of purpose• Inadequate compensation• Poor work environment• Poor supervisors• Job insecurity• Undervalued~
What They Want
• Personal amenities like daycare, fitness centers, etc.
• Competitive pay.
• Opportunities for career growth.
• Flexible schedules.
• Friendly, inclusive environment.~
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