6. The
Workforce
W o r l d w i d e
The
Workplace
W o r l d w i d e
Generation Revolution
Technology & Social Media
Unemployment World crisis
Workforce Globalization
Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
7. Generation Revolution
Technology & Social Media
Unemployment World crisis
Workforce Globalization
Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
W o r l d w i d e
The
Workplace
W o r l d w i d e
8. The
Workforce
W o r l d w i d e
Baby Boomers
Last ones retiring from the workplace
regardless of leaving a legacy or not.
Generation X
Relieving Baby Boomers and training
Millennials.
Generation Y (Millennials)
A Totally different set of values, career
aspirations & work habits.
Generation Z
(Post Millennials or iGeneration)
About to start College and in a few years will
join the Workforce. First born with internet. The
most technology dependant generation.
Soon -4- very different
Generations will coexist in the
Workplace.
1946-1964
1965 – 1979
1980-2000
2001-2013
Generation Revolution
Technology & Social Media
Unemployment World crisis
Workforce Globalization
9. Generation Revolution
Technology & Social Media
Unemployment World crisis
Workforce Globalization
The
Workforce
W o r l d w i d e
Instant Communication
Everyone has a voice, an opinion –
followers retweets & “likes”
Twitter – Instagram – Snapchat
New ways of doing business.
Paypal - Airbnb – Uber
Work Mobility
Free to work from anywhere in the world with
wifi. New tools & apps.
Skype – Dropbox - Spreecast
Massive Global changes
never seen before in
human history
10. Generation Revolution
Technology & Social Media
Unemployment World crisis
Workforce Globalization
Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
W o r l d w i d e
The
Workplace
W o r l d w i d e
Global economic crisis has significantly
increased unemployment rates worldwide.
European Unemployment 2015
Spain 23.4%
Greece 26%
Portugal 17%
Unemployment due to social - political –
economic situations.
Global Unemployment Crisis.
The number of people that are unemployed will continue to
rise over the next five years, warns the International Labour
Organisation (ILO), with the number of jobless forecast to
reach more than 212m by 2019. But the report from the
organization highlights regional differences.
11. Generation Revolution
Technology & Social Media
Unemployment World crisis
Workforce Globalization
Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
W o r l d w i d e
The
Workplace
W o r l d w i d e
Workers are looking to relocate to
countries with job opportunities
The rise of the Entreprenour. Location
Free
Borderless Workforce.
Diverse Workforce
Co-working – Increasing new work
spaces all over the world
Increased Cross Cultural Exchange
12. Generation Revolution
Technology & Social Media
Unemployment World crisis
Workforce Globalization
Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
W o r l d w i d e
The
Workplace
W o r l d w i d e
ManPower Group Talent Shortage Survey
2012: 34%
2013: 35%
2014: 36%
of surveyed companies reporting difficulties filling jobs.
Talent shortage persist in specific roles
despite high unemployment rates
worldwide.
Top 10 Hardest Job to fill
*Manpower Group Talent Shortage Survey 2014
1. Skilled Trade Workers
2. Restaurant & Hotel Staff
3. Sales Representatives
4. Teachers
5. Drivers
6. Accounting & Finance Staff
7. Laborers
8. IT Staff
9. Engineers
10. Nurses
13. Generation Revolution
Technology & Social Media
Unemployment World crisis
Workforce Globalization
Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
W o r l d w i d e
The
Workplace
W o r l d w i d e
High Employee Turnover is now a
workplace reality. Its here to stay.
50% Annual Attrition
its becoming more and more usual
these days.
An increase on involuntary attrition
means we have to look deep into our
talent culture.
14. Generation Revolution
Technology & Social Media
Unemployment World crisis
Workforce Globalization
Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
W o r l d w i d e
The
Workplace
W o r l d w i d e
The War of Talent. Increases total
compensation for key roles.
High attrition has a cost for every
employee. (starting at three months
of monthly wage)
The loss of knowledge and expertise
has a negative impact for intellectual
capital.
15. Generation Revolution
Technology & Social Media
Unemployment World crisis
Workforce Globalization
Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
W o r l d w i d e
The
Workplace
W o r l d w i d e
Millennials will have a minimum of
10 jobs in a lifetime.
Talent Attraction & Retention its
key concern at CEO level.
Workplace Equity. Women´s Economic
Empowerment: Good for woman, good for
business and good for development
Workplace Diversity.
Corporate social innovations: Driving
Entrepreurship for social development.
16. Generation Revolution
Technology & Social Media
Unemployment World crisis
Workforce Globalization
Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices
The
Workforce
W o r l d w i d e
The
Workplace
W o r l d w i d e
Companies are starting to understand the
talent workforce reality & challenges and
are implementing strong People Retention
Strategies.
Top 10 HR Global Trends 2015
by Deloitte
1. Leaderhip: Why a perennial issue?
2. Learning & Development: Into the spotlight
Engaging
3. Culture & Engagement: The naked organization
4. Workforce on demand: Are you ready?
5. Performance Management: The Secret Ingredient
Reinventing
6. Reinventing HR: An extreme makeover
7. HR and people analytics: Stuck in neutral
8. People data everywhere: Bringing the outside in
Reimagining
9. Simplification of work: The coming revolution
10. Machines as talent: Collaboraiton not competition
18. Generation Revolution
Ideosyncrasy
Technology & Social Media
Solid Economic Growth
Lowest Unemployment Rate
Panama Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
P a n a m a
The
Workplace
P a n a m a
19. Generation Revolution
Ideosyncrasy
Technology & Social Media
Solid Economic Growth
Lowest Unemployment Rate
Panama Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
P a n a m a
The
Workplace
P a n a m a
Baby Boomers
Grew up in the Panama Dictatorship years.
Witnessed the Torrijos-Carter treaty and the
1999 Celebration of the completion of it.
Generation X
Grew up in the 70s-80s in Panama and later
on experienced the technology boom and
learned new skills at work.
Generation Y (Millennials)
1989 had an irregular school year.
Grew up with internet and experience early in
adult life, Panama´s accelerated development.
Generation Z
(Post Millennials or iGeneration)
Most of them don´t know about Panama´s
history of The Invasion, or who Noriega is.
The are currently facing the ongoing
challenges of the crisis of society.
Soon to start joining the workforce
1946-1964
1965 – 1979
1980-2000
2001-2013
20. Generation Revolution
Ideosyncrasy
Technology & Social Media
Solid Economic Growth
Lowest Unemployment Rate
Panama Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
P a n a m a
The
Workplace
P a n a m a
New found desire to right the wrong and
to find & punish the corrupt. “End of
corruption”
Lack of a proactive maintenance or
prevention culture
The local way of driving or “Traffic
culture” permeates to other arenas.
Melting pot of cultures, races,
backgrounds. Panama is Diversity
21. Generation Revolution
Ideosyncrasy
Technology & Social Media
Solid Economic Growth
Lowest Unemployment Rate
Panama Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
P a n a m a
The
Workplace
P a n a m a
Panama has embraced Social Media as
the rest of the world.
Employees expect their employers to have
a strong social media presence.
The implementation of new tools &
applications to ease the flow of work and
corporate communication.
Collaboration tools: Video Conference,
Corporate Portal, Instant Messaging
systems, internal social media
connections.
22. Generation Revolution
Ideosyncrasy
Technology & Social Media
Solid Economic Growth
Lowest Unemployment Rate
Panama Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
P a n a m a
The
Workplace
P a n a m a
Panama is one of the fastest growing countries in the
Americas. Its economy is greatly influenced by the famous
canal connecting Atlantic and Pacific Ocean and business-
friendly regulations. As a result service sector with
insurance, finance, legal industries and flagship registry
accounts for 80 percent of GDP. However, in order to keep
the current pace of growth the government needs to
address the shortage of skilled workers, corruption and
lack of judicial independence
www.tradingeconomics.com
23. Generation Revolution
Ideosyncrasy
Technology & Social Media
Solid Economic Growth
Lowest Unemployment Rate*
Panama Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
P a n a m a
The
Workplace
P a n a m a
In the last 3 years Panama has
experienced the lowest rates of
unemployment down to 3.1%
in August 2013.
2014 Unemployment Rate: 4.8%
Equals to full employment.
Young adults have the highest rate
within the unemployed population.
Increasing from 10.8% to 12.6% in 2014.
The rise of the Panamanian
Entrepreneur and Informal jobs (No
Social Security or regulations)
24. 9.8
8.7
6.4
5.6
6.6 6.5
4.5 4 4.1
4.8
0
2
4
6
8
10
12
Enero
2006
Enero
2007
Enero
2008
Enero
2009
Enero
2010
Enero
2011
Enero
2012
Enero
2013
Enero
2014
Agosto
2014
*Panama - Unemployment Rate
25. Generation Revolution
Ideosyncrasy
Technology & Social Media
Solid Economic Growth
Lowest Unemployment Rate*
Panama Talent Shortage*
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
P a n a m a
The
Workplace
P a n a m a
29. Generation Revolution
Ideosyncrasy
Technology & Social Media
Solid Economic Growth
Lowest Unemployment Rate*
Panama Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
P a n a m a
The
Workplace
P a n a m a
In the last 3 years there has been
a war for talent in banking, hotels
& tourism and call center
industries increasing significantly
attrition rates among management
and entry level.
Low unemployment rates
increases attrition as the
employee has the advantage of
choosing its employer.
30. Generation Revolution
Ideosyncrasy
Technology & Social Media
Solid Economic Growth
Lowest Unemployment Rate*
Panama Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
P a n a m a
The
Workplace
P a n a m a
The War of Talent increases total
compensation for key roles.
High attrition has a cost for every
employee. (starting at three months
of monthly wage)
The loss of knowledge and expertise
has a negative impact for intellectual
capital.
31. Generation Revolution
Ideosyncrasy
Technology & Social Media
Solid Economic Growth
Lowest Unemployment Rate*
Panama Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
P a n a m a
The
Workplace
P a n a m a
Millennials will have a minimum of
10 jobs in a lifetime.
Talent Attraction & Retention its
key concern at CEO level.
Workplace Equity. Women´s Economic
Empowerment: Good for woman, good for
business and good for development
Workplace Diversity.
Corporate social innovations: Driving
Entrepreurship for social development.
32. Generation Revolution
Ideosyncrasy
Technology & Social Media
Solid Economic Growth
Lowest Unemployment Rate*
Panama Talent Shortage
High Employee Attrition
High Employee Expenses
CEO Summit of the Americas 2015
HR Practices non Strategic
The
Workforce
P a n a m a
The
Workplace
P a n a m a
Unhealthy payroll practices
Not enough effective onboarding
& training
Not enough Leadership
development opportunities
Lack of empathy for the worker as
well as corporate and self
governance practices.
36. Top Wanted
In Rise
Wanted
Not Wanted
Most
Wanted
In Rise
Wanted
In Rise
Not Wanted
Candidate -vs- Workplace( J ob)
Desirability
37. Top Wanted
In Rise
Wanted
Not Wanted
Most
Wanted
In Rise
Wanted
In Rise
Not Wanted
Candidate -vs- Workplace( J ob)
Desirability
38. Yo u M u s t S t e a l A t t r a c t Ta l e n t
You Must Create & Develop your own
Talent Pipeline
But above all, you must adapt your
Organization in order to become an
Employer of Choice.
This is achieved o n l y by creating a
Loyal Workforce
Talent Workforce
Reality
39. Yo u M u s t S t e a l A t t r a c t Ta l e n t
You Must Create & Develop your own
Talent Pipeline
But above all, you must adapt your
Organization in order to become an
Employer of Choice.
This is achieved o n l y by creating a
Loyal Workforce
Talent Workforce
Reality
40. Yo u M u s t S t e a l A t t r a c t Ta l e n t
You Must Create & Develop your own
Talent Pipeline
But above all, you must adapt your
Organization in order to become an
Employer of Choice.
This is achieved o n l y by creating a
Loyal Workforce
Talent Workforce
Reality
41. Yo u M u s t S t e a l A t t r a c t Ta l e n t
You Must Create & Develop your own
Talent Pipeline
But above all, you must adapt your
Organization in order to become an
Employer of Choice.
This is achieved o n l y by creating a
Loyal Workforce
Talent Workforce
Reality
42. Yo u M u s t S t e a l A t t r a c t Ta l e n t
You Must Create & Develop your own
Talent Pipeline
But above all, you must adapt your
Organization in order to become an
Employer of Choice.
This is achieved o n l y by creating a
Loyal Workforce
Talent Workforce
Reality
43. 3 .
P o r t f o l i o S e r v i c e s
1 .
N e w Ta l e n t W o r k f o r c e
2 .
N e w Ta l e n t M a n a g e m e n t
The New World of Work
44. Employee Loyalty
Everyone talks about building a relationship with
your customers. I think you build one with your
employees first.
-Angela Ahrendts
SVP Retail & Online Sales at Apple Inc.
45. Loyalty. True loyalty is not an enforced requirement but an
earned response to the trust, respect and commitment
shown to the individuals in your company. When you
demonstrate loyalty to your employees, they'll reciprocate
with commitment and loyalty to your business. Remember
that people don't begin their employment with you as loyal
employees, but will develop loyalty over time as they're
t r u s t e d , r e s p e c t e d a n d a p p r e c i a t e d b y y o u .
So how are you going to demonstrate your commitment to
them? How loyal are you to your employees?
46. Why employees stay ?
Inspiring & Good Leadership
Career growth, learning & development
Fair pay + Incentives
Sense of Achievement
Inertia
Being recognized, valued & respected
Great Work Environment & Culture
Work Ethics Compatibility
47. Why employees stay ?
Inspiring & Good Leadership
Career growth, learning & development
Fair pay + Incentives
Sense of Achievement
Inertia
Being recognized, valued & respected
Great Work Environment & Culture
Work Ethics Compatibility
48. Why employees stay ?
Inspiring & Good Leadership
Career growth, learning & development
Fair pay + Incentives
Sense of Achievement
Inertia
Being recognized, valued & respected
Great Work Environment & Culture
Work Ethics Compatibility
49. Why employees stay ?
Inspiring & Good Leadership
Career growth, learning & development
Fair pay + Incentives
Sense of Achievement
Inertia
Being recognized, valued & respected
Great Work Environment & Culture
Work Ethics Compatibility
50. Why employees stay ?
Inspiring & Good Leadership
Career growth, learning & development
Fair pay + Incentives
Sense of Achievement
Inertia
Being recognized, valued & respected
Great Work Environment & Culture
Work Ethics Compatibility
51. Why employees stay ?
Inspiring & Good Leadership
Career growth, learning & development
Fair pay + Incentives
Sense of Achievement
Inertia
Being recognized, valued & respected
Great Work Environment & Culture
Work Ethics Compatibility
52. Why employees stay ?
Inspiring & Good Leadership
Career growth, learning & development
Fair pay + Incentives
Sense of Achievement
Inertia
Being recognized, valued & respected
Great Work Environment & Culture
Work Ethics Compatibility
53. Why employees stay ?
Inspiring & Good Leadership
Career growth, learning & development
Fair pay + Incentives
Sense of Achievement
Inertia
Being recognized, valued & respected
Great Work Environment & Culture
Work Ethics Compatibility
54. Why employees stay ?
Inspiring & Good Leadership
Career growth, learning & development
Fair pay + Incentives
Sense of Achievement
Inertia
Being recognized, valued & respected
Great Work Environment & Culture
Work Ethics Compatibility
55. Why do employees leave?
Even though exit interviews are important to measure loyalty.
Lets focus on the employees that stay and find out meaningful
reasons they for why they do.
Smart Retention
Companies that understant the current talent workforce place
their retention goal for entry level of 1 year. The focus is on what
keeps an employee working in the organization for 1 year.
After that the work is done. Let´s challenge our current
perceptions on what employee turnover goals should look like.
56. Measure Retention
Hire the right talent
Recognition program based on measurable achievements
Increase flexible work hours. Worklife Balance
Wellness Programs
Be sure your operational process flow is smooth
Awesome Endomarketing Strategy
Strong Social Media Presence – Be Proud
Have 1 Management Policy only: Lead by Example
Custome Made – Employee Benefits Portfolio
Create community spaces at work
How
does it
looks
like?
57. Yo u c a n ’ t a f f o r d t o a p p r o a c h e m p l o y e e
r e t e n t i o n h a l f - h e a r t e d l y. E v e r y t h i n g y o u d o
s h o u l d b e j u s t a p a r t o f a c o m p l e t e a n d
o v e r a r c h i n g s t r a t e g y.
W h i l e a t t a c k i n g e m p l o y e e r e t e n t i o n w i l l
u n d o u b t e d l y n e t y o u r e s u l t s , c r e a t i n g t h e t y p e
o f f r i e n d l y a n d i n v i t i n g w o r k e n v i r o n m e n t t h a t
y o u n e e d t o s u c c e e d i s t h e m o s t e f f e c t i v e
( a n d i n t h e e n d m o s t e f f i c i e n t ) w a y t o k e e p
y o u r b e s t e m p l o y e e s o n .
Yo u m u s t s e e i t a s t h e s t r a t e g i c m o v e t h a t w i l l
s o l v e m o s t o f t h e c u r r e n t o r g a n i z a t i o n a l
p r o b l e m s .
58. PanamaThe N ew Ta le n t Wor k for ce
Companies: Join the Evolution!
59. 3 .
P o r t f o l i o S e r v i c e s
1 .
N e w Ta l e n t W o r k f o r c e
2 .
N e w Ta l e n t M a n a g e m e n t
The New World of Work