hr manufacturing leap conference - rethinking retention
TRANSCRIPT
Rethinking: How We Retain
Knowledge, Skills & Experience
in Our Organizations
Nereida (Neddy) Perez
Diversity Basics & DI Creative Solutions
www.dicreativesolutions.com
Phone: 832-216-8836
Background
20+ years of global experience in Human Resources, Diversity & Inclusion
STEM Talent Strategies & Programs
Development of Women in Manufacturing & Energy Sectors
Major Companies & Industries: UPS, Shell, Sodexo, KPMG, National Grid, Ingersoll Rand
Boards Central Piedmont Community College, University of Southern California, SHRM Foundation, STEMConnector, Manufacturing Institute, etc.
Clients : Manufactures, Educational Institutions and nonprofit organizations (USBLN, NBMBAA, etc.)
Personal Mission : Help companies address organizational & talent cultural gaps while helping them push the envelop on innovation.
Objectives
Brief overview of trends
Workforce
Workplace
Examples of what some
companies are doing
Workforce Trends
Age Demographics:
iGen, Gen Z or Centennials: Born 1996 and later; -20 and under
Millennials or Gen Y: Born 1977 to 1995; 21-39
Echo Boomer: 1982-1990 (26-34)
Generation X: Born 1965 to 1976; 40-52
Baby Boomers: Born 1946 to 1964; 53-70
Traditionalists or Silent Generation: Born 1945 and before; 71+
Source: Center for Generational Kinetics
Workforce Trends
Education:
High School Graduation is up 81% (2015)
Hispanic dropout rate 10.6%
African American dropout rate 7.4%
Caucasians dropout rate 5.2%
Women account for 55% of all undergrad enrollment but only 29% were STEM Grads
25-26% of women in manufacturing
81 million millennials entering workforce but manufacturing is not top of mind
11K baby boomers exiting corporations daily until 2030
Workplace Trends Career Advancement vs Gathering
Experiences
Progression Matters but not as much as
getting experience (GenX vs Millennials)
Climbing the ladder not as important as
impact (Millennials & Boomers)
Retiring from a field rather than a company (Jorge Legal Assistant to HR Manager)
Quitting for Principal or Misalignment of
Values or fit
Intrapreneurship to Entrepreneurship (Generation Start-up)
Workplace Flexibility
Desire to work at own pace (flex start and end times……Tardiness what is that) Edward
Sabbaticals – time off to explore Gigging (Task Rabbit, Uber, Fiverr, Upwork) Mei
Workplace Trends Corporate Culture
Shoulder-to-Shoulder vs Hierarchy
Acknowledgement (not monetary)
Take Care of Me & Mine
Back up care for children vs parents
My pet is family
Continuous Learning
Mentoring/Coaching
Online vs Face-to–Face (YouTube, Udemy, Bootcamps)
Do it Yourself Learning vs Hands On (Braces)
Community Social Responsibility
Protect the environment
Make the world better (UPS, Microsoft, Toms Shoes)
One size doesn’t fit all
Retention
Look Outside of Manufacturing
Assess & Be Clear Where is our business strategy taking us?
What locations are we expanding too?
Which businesses/divisions are we looking to grow?
What is the level of financial investment being made on talent?
Specific Talent Needs
What does our turnover rate look like by business/division?
What are your Affirmative Action/Gender Gaps that need addressing (workforce analytics)
Which job skills are we going to need… in X location
What is the spread of talent that will be needed
Early Talent Hires
Mid-Career professionals?
Seasoned Professionals? (Older Workers)
Front-line?
Peter Cappelli, Director Center of HR at Wharton, University of Pennsylvania
Best Practices Corporate Culture Matters
Hire for culture fit
Spend time on Onboarding (3-6 months)
Workstyles – Groups vs Individuals (Structure projects & Teams according to strengths/capabilities
Team Assessments
Career Management
Retooling Skills
Ability to exit and re-enter
Retirees (Retainers, Phased Retirement, Consulting)
Snowbird Program
Learning – leverage ERGs , self-paced, experiential, GAMING (
Allow for Gigging or Starting New Ventures
Best Practices
Leverage Rewards & Recognition Programs
Focus on Points not trophies
Knowledge Management/Curation
Shell - Employee Service Corps
Leverage Hackathon & Mash-up Concept to solve for retention
BraveNew’s Social Collaborative Platforms
Quirky.com & GE Partnership
AARP – IDEA Walls
Best Practices
Partnering with Non-Profits & Associations AARP – Career Reimagined
USAA – Military Veterans
Meet-up.com – corporate clubs/activities
Give Back – not just money, knowledge, resources, (ENACTUS.org)
Resources & Final Thoughts
Deloitte & Manufacturing Institute Study
Peter Cappelli, Talent Management for the 21st Century
Sylvia Ann Hewlett, How GenY & Boomers Will Reshape Your Agenda
Julie Cook Ramirez, Betting on Older Workers
Lucian Tarnowski of Brave New, Leveraging Collaborative Communities
Mercer Consulting – Diversity Best Practice
Adele Aguirre, Divvy Engagement’s Mobile Technology Tools
SHRM Foundation, Talent Retention Practice Guide
• Contact:
• Phone: 832-216-8836
• www.linkedin.com/in/neddyperez
• Twitter: @neddyperez