Next Generation Workforce
Presented to
The State of Indiana
Scott Wall
Director, Talent Acquisition, North America
June 10, 2008
State of Indiana – Current Portfolio
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Keane has supported the FSSA, Social Services Data Warehouse since 2001
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The Social Services Data Warehouse provides reporting, analysis and decision support
capabilities to 7 agencies within the State of Indiana
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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
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Services include:
− Data Warehouse Requirements Definition and Design
− Data Warehouse and Data Cube Construction and Deployment
− Data Transformation and Cleansing
− Business Intelligence Strategy
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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
Characteristics of Baby Boomers
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Born between 1946 – 1964
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Represent 28% of the U.S. population
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Boomers constitute 50% of the current U.S. workforce, a percentage nearly equal in size to the next two following
generations
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Referred to as The Boomers, The Sandwich Generation or Generation Jones
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Nearly 40% of U.S. workers are preparing to reduce their involvement in the workplace
(Source: ERE.net)
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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)
Values
Attributes
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Individual choice
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Adaptive
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Community involvement
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Goal-oriented
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Prosperity
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Focus on individual choices and freedom
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Ownership
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Adaptive to a diverse workplace
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Self-actualizing
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Positive attitude
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Health and wellness
Characteristics of Generation X
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Born between 1964 – 1982
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Represent 16% of the U.S. population
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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
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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
Values
Attributes
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Contribution
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Adaptability
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Feedback and recognition
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Independence
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Autonomy
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Skepticism toward Boomer values
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Time with manager
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Lack of trust in leadership, particularly
institutions
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Will work hard for a job they believe in
Characteristics of Generation Y
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Born between 1980 - 2003
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Represent roughly 20% of the population
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Also known as Echo Boomers, Millennials, Gen Why, NextGen, The Me Generation and The Look at Me Generation
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Generation Y candidates are using less traditional methods to find employment, research employers and make hiring
decisions
Values
Attributes
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Self-expression
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Adapt rapidly
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Marketing and branding self
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Crave change and challenge
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Work does not define their life
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Most technical savvy generation
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Sense of entitlement
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Continuous education
Expect instant gratification and answers due to
the technology they use
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Committed and loyal when dedicated to an
idea, cause or product
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Accept others of diverse backgrounds easily
and openly
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Global in perspective
Generational Work Styles
Baby Boomers
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Confidence in tasks
Emphasize team-building
Seek collaborative, group decision making
Best suited for mentoring future leaders
Decisions are made from work experience
Focused on leaving their mark
Seek status and will sacrifice family for advancement
Believe in career path and that hard work/loyalty equal success
Generation X
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High-quality end results
Productivity
Balance between work and life—work to live not live to work
Flexible work hours/job sharing
Free agents
See self as a marketable commodity
Comfortable with authority but not impressed with titles
Technically competent
Internal promotion
Ethnic diversity
Generation Y
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Want to know how and what they do fits into the big picture
Want to effect change and make an impact
View their work as an expression of themselves; not as a definition of themselves
Exceptional multi-taskers—need more than one activity happening at a time
Seek active versus passive involvement
Less likely to seek positions that would compromise life outside of work
Seek flexibility in work hours, dress code and work environment
Expect corporate social responsibility
Work extremely well in teams
Continuous learning is the norm
Want everything instantly—everything now
Effort can be separated from reward—there is no such thing as pay for performance
Industry Response to Workforce Trends
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Redeployment of baby boomers
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Provide a flexible work environment
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Establishment of a contingent workforce
Virtual, flex-time, casual work environment and job sharing
Market public service as a unique opportunity to do important work
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Re-brand marketing programs to attract talent, website to be more appealing (modifying position
descriptions that look like legal announcements)
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Alter the way talent is recruited
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Blogging, text messaging, social networking and online applications
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Examine existing processes for inefficiencies
Campus Recruitment Programs
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To develop future leaders from within the ranks
Revamp referral programs… Talent finds talent!
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Employees share their success stories with others to attract top talent through Employee Referral
Programs
Industry Response to Workforce Trends (continued)
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Provide mentoring and internal career mobility to continuously stimulate and energize the
talent base
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Rotate and promote from within
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Coaching opportunity for senior managers to develop future leaders
Organize philanthropic efforts
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Serves as a way to attract and engage the next generation
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Creates an interest in technology careers
Provide employees with flexible learning opportunities
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Via eLearning content and on-line books to strengthen skills specific to your company’s core set of
competencies
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Encourage thought leadership
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Create opportunities to participate in strategic, project-based initiatives
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Provide continual feedback as to the impact the employee is making on the project
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Acknowledge and encourage the need to address generational differences
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Retain what is working and keep an open mind
Questions / Feedback
Scott Wall
Direct: 866.258.8797
Thank You!
E-mail: Scott.A.Wall@Keane.com
Keane Corporate Headquarters
210 Porter Drive, Suite 315,
San Ramon, CA 94583
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