Future Trends
Things to Consider

Trends for 2008

Top 10 Activities Expected to Have
Significant Impact in 2008
Ranking

Activity

Ranking Comparedto Last Year

1Competencies

Same

2

Leadership Training

Same

3

Instructor-Led Training

Same

4

Measurement

Same

5

Compliance Training

Up One6

Learning Management Systems

Up Three7

Informal Learning

Down Two

8

Self-Paced E-Learning

Same

9

Succession Planning

Same

10

Knowledge Management

Up Three
Source: CLO February 2008

HR and LD Trends

Following research by Harris Interactive into the Execution Quotient;polling 23,000 US employees:
only 37%said they have a clear understanding of what theirorganization is trying to achieve and why

only 1 in 5

were enthusiastic about their team's and organization's goals

only 1 in 5

workers said they have a clear line of sight between theirtasks and the team's and organization's goals

only 17%

felt their organization fosters open communication that isrespectful of differing opinions and that results in new andbetter ideas

only 10%felt that their organization holds people accountable forresults

only 13%have high trust, highly cooperative working relationships withother groups or departments

If a soccer team had these same ratings:•

only 4 of the 11

team members on the field would know which goal istheirs•

only 2 of the 11

would care•

only 2 of the 11

would know what position they play and know exactly
what they are supposed to do• 9 team members

would, in some way, be competing against their own
team rather than the opponent

Understand the External Environment
Boston Consulting Group / World Federation of Personnel
development survey:• Web Survey• Focused on top issues to manage HR from 2010 through 2015
• 4700 Executives participated• 83 different countries

Understand the External Environment

2008

Understand the External Environment
8 major challenges (High Need to Act):
1.
2.
3.
4.
5.
6.
7.
8.

Managing talentManaging demographics
Improving leadership development
Managing globalization
Managing change & cultural transformation
Becoming a learning organization
Managing work-life Balance
Transforming HR into a strategic partner

Understand the External Environment
3 Basics (Low Need to Act):
1.

Mastering HR Processes

2.

Delivering on recruiting and staffing

3.

Assist with restructuring the organisation

Understand the External Environment
RegionHR Priorities• North America¾¾¾¾¾• Latin America¾ managing talent¾ managing work-life balance

managing talentmanaging demographics
improving leadership development
managing work-life balancetransforming HR into a strategic partner• EuropeGermany¾ managing talent¾ managing demographics¾ becoming a learning organization

Czech Republic¾ managing talent¾ managing demographics¾ becoming a learning organization

Spain¾ managing talent¾ becoming a learning organization• Emerging Asia

¾ managing talent¾ improving leadership development¾ becoming a learning organization

What are the challenges?
CHALLENGES

HR ISSUES• Managing talents¾ Increasing effort in attracting, developing and retaining
talents in the global markets• Managing demographics¾ Competency model, knowledge sharing, succession
planning, additional training, new working (time) models• Improving leadership¾ Developing managers and leaders to businessexcellence, create leadership role models based onorganizational values

development• Managing globalization• Managing change & culturaltransformation• Becoming a learningorganization¾ Managing organizational change and internal placementof talent globally; developing managers and leaders withinternational / intercultural experiences¾ Managing change and cultural transformation withsuccessful integration and global cooperation¾ Defining new cross-functional and sustainable learning
strategies; building a learning organization• Managing work-life Balance¾ Offering attractive and flexible models and systems• Transforming HR into a¾ Become a strategic business partner by supporting HR
instruments and Systems that are complementary to,and supportive of business needs

strategic partner

Global Macro Trends of Change• Creating my own biography• Demographic change• From globalization to “glocalization”• Building networks-----------------------------------------------------------• Open-access mindset and movement• Pressure for innovation

Current and Future Trends in Training andDevelopment• Integrating Training with all HR Functions & in particularaligned with Performance Management Systems• Creating a global platform and a global approach with alocal perspective• Providing close-to-the-business learning opportunities• Providing close-to-the individual learning opportunities• Building learning webs within and across businesses• Leveraging ‘e’Macro Trend: Creating My Own Biography• Moving away from traditions and inherited norms
towards more autonomy and more options and lesssecurity.

• Key focus is: employability and self marketing.
• Solving immediate challenges and at the same time
getting the skills for future challenges and career path.

Macro Trend: Creating My Own Biography
Phase 3

Shareholder
Shareholder

Phase 4Phase 2Customer
Customer
Customer
CustomerPhase 1

ProductProductEmployee
Employee

Macro Trend: Demographic Change• The number of people leaving the workforce islarger than the number of people entering• The war for talents is on• People staying longer employed• Generation entering the workforce has different setof values than the aging workforce

Macro Trend: Demographic Change

Changing Demographics have notbeen a Business Focus
Number One Business Priorities Identified• Generating profitable Top-Line Revenue Growth (41%)

AwarenessGap• Engaging Employees (7%)• Changing Workforce Demographics (6%)
*Mercer’s 2006 Global Business Challenges Survey

Organizations Need to Respond to theDemographic ChangeManaging
employee
Attracting
youngperformers

Stretch for
the Leader

and their
Mom !

Stretch forHRKeepingaging
performers

McKinsey: “You have to come up with a pretty good answer
to the question: Why do they want to work for me?”Communication and Information Dissemination• It’s not just newspapers and magazines anymore

Technology has changed the nature of informationand the way it is communicatedSocial Networking

Newsfeeds (RSS)Blogs & Podcasts
Street Level Pod casts

Employee Blogging

Green is Universal Online Podcast

The Millenial Generation
Gaining access in their overcrowded
and overloaded world

Identifying their preferred sources
Blogs

Ways of solving the equation:
Skillsoft’s 5 Tips for Reaching Millenials
Content should be:
1. Multiple-Media Driven—content that comes through multiple
channels: TV, podcasts, Internet, etc.
2. Interactive—virtual classrooms, online forums, blogs
3. On Demand—cafeteria style content availability
4. Integrated—part of the workday, bring learning to thelearners
5. Mobile—ipod/mp3 players, Blackberry, mobile phone, laptops
Æ on-the-go information acquisition

Macro Trend: From Globalization to Glocalizing; Globalization
 Glocalizing ?

Macro Trend: Building Networks
StrategicAlliances

Shadow
Pyramides

Macro Trend: Building Networks
How can I learn morefrom my current
Leadership experiences?

What do I need toachieve this year?

Best PracticeBaseMyCommitments

Learning
CyclesWhat have I learned
about myself?

What have I learned
from other Leaders?

Assessments
Feedback

Leadership

How do I learn from myorganization?
Learning
Organization

ConferenceThings to Consider• Currently, 80 percent of instruction is by live
teachers …
• but about 6 percent of that is remote, mostly
online.
• Computer-based training with no live instructor
accounts for 13 percent of training.
• About 9 percent is by on-the-job, self-study orother means.