The problem addressed by the campaign:
talent to fill roles that require highly specialized, technical skills (i.e.,
boiler and machine underwriters) that have been filled largely by the baby
boomer generation is difficult.
people are often not attracted to these types of jobs.
Conclusions and Recommendations:
- In terms of workforce
planning, the key is to start out small and focus on specific roles and do this
well and then grow the action.
- Each workforce-planning
model should fit the culture of your organization.
- Encourage managers and
HR to think outside the box to fill talent gaps. Millennials do not want to be
trained in the same way as baby boomers.
- Involve line managers
and senior management as part of the workforce planning process from the start.
- Carefully segment the
population and focus on the groups most critical to the organization's business
and focus on two or three that will provide the greatest return.