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Next Generation Workforce Presented to The State of Indiana. Scott Wall Director, Talent Acquisition, North America June 10, 2008. Keane has supported the FSSA, Social Services Data Warehouse since 2001

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Next Generation WorkforcePresented to The State of Indiana

Scott Wall

Director, Talent Acquisition, North AmericaJune 10, 2008


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  • 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


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Characteristics of Baby Boomers since 2001

  • 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)


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Characteristics of Generation X since 2001

  • 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


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Characteristics of Generation Y since 2001

  • 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



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Industry Response to Workforce Trends since 2001

  • 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


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Industry Response to Workforce Trends (continued) since 2001

  • 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


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Questions / Feedback since 2001

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

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