CPI Twin Cities

The 2011 SHRM (Society of Human Resources Managers) Workplace Forecast shows the pending exodus of Baby Boomers as one of the top 10 of workplace issues.  This isn’t surprising; many  workforce  experts have been predicting this for decades.  What is new is that the forecast is now more mixed, with many Boomers planning to stay in their current jobs longer, and many more looking for ways to continue to contribute after they “retire”.  This demographic reality, along with the growth of a multi-cultural and multi-generational workforce, presents interesting challenges to the way we design training and development initiatives.  Here are some of CPI Twin Cities’ trends for workforce development:

• New Approaches to Mentoring — “One mentor fits all” does not cut it.  You might need different mentors for different needs.  We’re also seeing the rise of reverse mentoring – younger employees working with older employees to keep up with technology.  There are many benefits to new ways of mentoring
• Blended Learning Solutions — Our multi-generational and  diverse workforce creates the need to adopt multiple training methodologies to impact the desired development outcomes of your workforce.  Make room for online learning, coaching, webinars, action learning projects, and more!
• Managers need to learn the language of career development — Bosses must get comfortable discussing career paths focused on understanding employee goals. To retain the best and brightest, organizations must help their leaders to “speak Career”.  Likewise, employees need to understand company goals and find where they fit into the plan so they can be fully engaged and productive.
• Give Boomers a reason to stay and share their knowledge — In the face of continued economic uncertainty, many Boomers plan to keep working.  However, it’s not just about the money; they also want to make a meaningful  contribution.  Considering the trend towards a shortage of experienced workers, have a plan to incent key players to stay.
• Make sure your onboarding works — Hiring and training new employees is expensive and time  consuming, yet too many companies have haphazard onboarding processes. Onboarding is the best time to build loyalty and engagement, so provide opportunities to integrate new people into their department, business unit and organization, and support immediate contribution.  Especially for younger generations, it’s never too early to begin career development discussions.

The complete 2011 SHRM Workplace Forecast can be found at www.shrm.org.

To learn more about the trends described above contact CPI Twin Cities’ Director of Development Services.  Debra.Magnuson@cpitwincities.com, 952-915-7600.  Call or email for a talent development evaluation of your company!