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Emerging Trendsin Human Resources
Presented by:
Keith J. Greene, SPHR
Vice President, Member RelationsSHRM
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Top 10 Workplace Trends for 2006-2007
According to HR Professionals
10. Vulnerability of technology to attack or
disaster
9. Work intensification as employers try to
increase productivity with fewer employees
8. Increase in identity theft
7. Rise in number of individuals and families
without health insurance
6. New attitudes towards aging and retirementas baby boomers reach retirement age
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Top 10 Workplace Trends for 2006-2007
According to HR Professionals
5. Retirement of large numbers of baby boomers(those born between 1945 and 1964) ataround the same time
4. Increased demand for work/life balance
3. Threat of increased health care/medical costson the economic competitiveness of theUnited States
2. Increased use of outsourcing (offshoring) ofjobs to other countries
1. Rising health care costs
SOURCE: SHRM Workplace Forecast
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Top 10 Demographic Trends
for 2006-2007
10. Growth in the number of employees for
whom English is not their first language
9. Implications of the Latino/Hispanic
population as the nations largest minoritygroup
8. Growth in the number of employees with
eldercare responsibilities
7. Generational issues: Recognizing and cateringto groups such as Gen Y (born 1980-2000)
and Gen X (born 1965-1980)
6. Increase in the age individuals choose to retire
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Top 10 Demographic Trends
for 2006-2007
5. Growth in number of employees who have botheldercare and childcare responsibilities at the
same time (sandwich generation)
4. Retirement of large numbers of baby boomers
(born 1945-1964) at around the same time3. Demographic shifts leading to a shortage of
skilled workers
2. Aging of the workforce
1. Aging population driving an increase in healthcare costs
SOURCE: SHRM Workplace Forecast
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Actions Organizations Are Planning to
Take in Response to Demographic Trends
Investing more in training and development toboost skills levels of employees
Succession planning
Changing employment practices to avoid
charges of discrimination based on sexualorientation
Changing employment practices to avoidcharges of discrimination based on ethnicity
Changing employment practices to avoidcharges of racial discrimination
Training line managers to recognize andrespond to generational differences
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Do you (Baby Boomers) want to work
into retirement?
%
%
%
%
%
%
%
%
%
es o
% said yes, with manywith many looking for
part-time jobs or an
opportunity to move in
and out of the workforce
perhaps during aperiod as long as years.
The study, conducted by
Harris Interactive,
involved online interviews
with more than ,
adults aged years to
years. ( / )
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WHY Do you (Baby Boomers) want to
work into retirement?
To remain mentally and physically
active
I want to try new professions
Earning money
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Steps in Preparation for Possibility of Worker
Shortage Due to Baby Boomer Retirement
Providing continuous skills training for
incumbent workers (to update workers skills
and keep workers ahead of the curve)
Researching and potentially modifying pay
scales to ensure competitiveness
Providing baby boomers information
regarding retirement planning considerations
Offering flexible benefits packages for
employees
Increasing recruiting efforts overall
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Top 10 Employment Trends
for 2006-2007
10. Privacy concerns of employees
9. More employees with untreated physical andmental health conditions due to an increase inhealth care costs and the number of
uninsured8. Establishment of a link between pay and
performance
7. Greater demand for flextime
6. A continued change in negotiating strategies,tactics and processes used by labor andmanagement caused by business pressure toremain competitive
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Top 10 Employment Trends
for 2006-2007
5. Work intensification as employers try to
increase productivity with fewer employees
4. Employee backlash against rising benefits costs
3. Employee security concerns
2. Rising health care costs
1. A greater emphasis on employers to develop
retention strategies for current and future
workforce
SOURCE: SHRM Workplace Forecast
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Actions Organizations Are Taking or Planning
to Take in Response to Employment Trends
Increasing spending on learning and training
initiatives
Shifting to the use of HSAs to offset the
increase in health care costs
Increasing use of flextime
Decreasing health care benefits
Increasing use of customized employee
benefits packages
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Top 10 HR Profession Trends
for 2006-2007
10. Increased focus on selective retention forkeeping mission-critical talent
9. Increased use of HR technology
8. Growing complexity of staffing function as it
links to the financial and operationalperformance of the organization
7. Linking employee performance and its impact
on organizations business goals
6. Business units taking on more of HRs strategicfunctions and tasks
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Actions Organizations Are Taking or Planning
to Take in Response to HR Trends
Increasing use of technology to performtransactional HR functions
Increasing HRs role in promoting corporate
ethics/corporate social responsibility
Increasing investment in training for HR staff
Building people management or human
capital component into key business
transactions (change management, mergers
and acquisitions) Measuring human capital
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Actions That HR Professionals Are
Taking in Response to Trends
Increasing employee electronic surveillance
Increasing use of alternative dispute
resolution
Adding on to HR staff Greater use of contingent workers
Decreasing other employee benefits as a result
of increased health care benefits costs
Cutting back on HR staff
SOURCE: SHRM Workplace Forecast
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The Top Five Workforce Priorities
According to CFOs
1. Developing Leadership Capabilities
2. Increased Productivity
3. Acquiring Key Talent
4. Retaining Key Talent
5. Measuring Human Capitals Contribution
to Business Performance
SOURCE: Mercer HR Consulting
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The Top Five Challenges
for HR Managers
1. Ensuring compliance with federal and state
employment law
2. Retaining talent in an improving economy
3. Managing performance
4. Developing leadership
5. Dealing with rising health care costs
SOURCE: Business & Legal Reports 5/06
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What Are the Key
Retention Issues to Employees?
Fairness at Work
Concern for Me as an Employee
Job Satisfaction
The Reputation of My Employer
Trust in Me as an Employee
Source: Walker Information
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What Are the Main Reasons
Employees Resign?
Poor Behavior and Supervisions Skills of
Front-Line Managers
Lack of Growth Potential
Unable to Speak Freely About Concerns Lack of Recognition
Dont Like the Work
Inadequate Pay
Lack of Work/Life Balance
Source: Saratoga Institute
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People quit their manager, not
their company.
Marcus Buckingham
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To Be Successful, HR Professionals Must
Develop Competence in Five Key Domains
Strategic Contribution 43
Personal Credibility 23
HR Delivery 18
Business Knowledge 11
HR Technology 5
Source: HR Competency Toolkit (
indicates HRs total impact on businessperformance)
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The HR Professional MUST Master These
Competencies in order to Succeed in the Future
Strategic thinking
Talent
management
Business acumen Technology/
technical skills
International/
global perspectives
Finance capability
Flexibility/
adaptability
Changemanagement
Innovation and
creativity
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The Words ofCoretta Scott King
It doesnt matter how strongyour opinions are. If you dont
use your power for positive
change, you are, indeed, partof the problem
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You miss 100 percent of the shots younever take.
Wayne Gretsky
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Theres no I in TEAM. But there isan I in WIN!
Michael Jordan
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Employers who dont treat applicantswell are starting to pay for it.
Tom Rath
Global Practice Leader
Gallup Organization
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Good managers play checkers. Greatmanagers play chess.
Marcus Buckingham
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The ability to individualize praise iswhat makes it special.
Marcus Buckingham
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The man who has no imaginationhas no wings.
Muhammad Ali
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Opportunity is missed by most peoplebecause it comes dressed in overalls and
looks like work.
Thomas Edison
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Tell me and Ill forget. Show me and Imay remember. Involve me and Ill
understand.
Socrates
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Your future depends on many things,but mostly on you.
Frank Tyger