How can HR technology impact your organisation and how can this cultural impact be managed? During this session Nelly will discuss the important role that HR plays in driving the performance of talent within the business. You will develop an understanding of how to identify skill shortages within your talent pool as well as finding and developing the future talent the organisation requires. Join this session to understand where to start with HR technology and how it can help you develop talent and bring transformational change. You will learn how to find and nurture new talent into the business and how data is important in driving your decisions.
Nelly Boustany, HR Director, SAP Middle East and Africa
2. The 2020 Workforce
Building a strategic workforce for
the future
Key themes and analysis overview
August 2014
3. A global, cross-functional, multi-generational program
Over 5,400 executives and employees surveyed across 27 countries
4. Key themes
The New Face of Work
The Millennial Misunderstanding
What Matters Most at Work
The Leadership Cliff
Bridging the Skills Gap: The Learning Mandate
6. The 2020 Workforce will be increasingly flexible
46%46%
Employee technology
44%44%
38%38%
Compensation
Increased investment
in training
Investments in
HR technology41%41%
83%
of executives
say their firm is increasingly
using contingent,
intermittent, or consultant
employees.
Executives say these changes are
needed…
7. HR works with the C-suite, but does not drive strategy
Workforce
issues are an
afterthought in
business
planning.
Workforce
issues drive
strategy at the
board level.
HR is not
consulted at
all about
business
planning.
52%52% 26%26% 24%24%28%28% 31%31%
HR advises C-
suite
executives,
but does not
have a voice
in decision-
making.
HR works with
C-suite
executives to
make strategic
decisions
about the
business.
Executives say…
8. A lack of metrics and tools holds HR back
they have ample data
about the workforce.
they use quantifiable
metrics and
benchmarking as part
of workforce
development strategy.
39% 38%
they know how to
extract meaningful
insights from the data
available to them.
42%
Executives say…
12. Concern about Millennials entering the workforce, yet few plans for
them
46%
48%
43%
43%
43%
56%
64%
41%
42%
42%
43%
45%
55%
68%
0% 15% 30% 45% 60% 75%
Flexible work location
Retirement plans
Benefit plans for employees’ families
Vacation time
Supplemental training programs to develop new
skills
Bonuses and merit-based rewards
Competitive compensation
Millenials Non-Millenials
What is most
important to
your job
satisfaction?
What is most
important to
your job
satisfaction?
13. Millennials do need to be managed differently in terms of feedback and
development
Millennials expect
feedback 50% more
often than their peers
17. When it comes to satisfied employees, compensation matters – a lot
23%
31%
49%
26%
34%
55%
26%
63%
39%
42%
42%
43%
43%
44%
44%
45%
55%
66%
0% 15% 30% 45% 60% 75%
Education
Flexible schedule
Benefit plans for employees’ families
Vacation time
Flexible working location
Supplemental training programs for individuals…
Retirement plans
Bonuses and merit-based rewards
Competitive compensation
What employees value What employers say they offer
21. Gaps in leadership capabilities spell trouble for future growth
Executives say…
34%
44%
47%
51%
52%
0% 15% 30% 45% 60%
Our leaders are prepared to lead a diverse
workforce.
Our leaders are able to drive and effectively
manage change.
Our leaders are prepared to lead a global
workforce.
Our leaders know how to inspire and empower
employees.
Our leadership has the skills to effectively manage
talent.
25. For employees, obsolescence is a bigger concern than layoffs
50%50%
say the skills they have now
will be what’s needed in 3
years.
say their company is
able to give them the
training they need.
34%34%
Employees say they are concerned with…
9%
18%
19%
19%
27%
31%
35%
40%
0% 10% 20% 30% 40% 50%
Educational and training opportunities
Layoffs
Economic uncertainty
Technological change
Wage stagnation
Inadequate staffing levels
Not enough opportunities for advancement
Position changing or becoming obsolete
26. Technology skills development will continue to lag…
Firms do not invest enough in identifying and developing
talent within their organizations…
…and struggle to develop a learning culture within their
organization
29. Technology skills development will continue to lag…
Firms do not invest enough in identifying and developing
talent within their organizations…
…and struggle to develop a learning culture within their
organization
Companies need to provide employees with a path and help
them develop the key skills that will take the company
forward