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:

• neddyperez@dicreativesolutions.com

• Phone: 832-216-8836

• www.linkedin.com/in/neddyperez

• Twitter: @neddyperez