Karen Beaman states that the workforce is changing:
- Multi-Generational – we are are now seeing up to four generations of workers working simultaneously in the workplace — Veterans, Boomers, X’ers, and New Mils — each with differing world views, work/life needs, and job expectations of their employers.
- Multi-Cultural – we are experiencing increasing cultural differences as organizations continue to go global; pervasive globalization, continued immigration, and increased mobility is bringing greater global diversity to the workplace and creating considerable opportunities for cultural conflict.
- Multi-Contractual – we are living in challenging economic times which is spawning the rise of the contingent workforce and a plurality in worker contract types from full-time employees to part-timers, contractors, consultants, freelancers, outsourcers, partners, and other third-parties.
- Multi-Environmental – the ubiquity of the Internet and the evolution of Web 2.0 are enabling the digital, virtual, mobile, remote world in which workers can work anywhere, anytime, anyhow, reducing our perceptions about space and time and blurring the distinction between work and play. 1
The question that arises in my mind is with such a diverse workforce, how does one create a singular employer value proposition? It’s easy(ER) when your target is young Gen Y innovators, or recruiting for a call center in Des Moines, Iowa. But when you have a truly global workforce that is operating in may disparate locations/countries, has multiple modes of work (remote, contract, in a truck all day, on the phone all day….) then the EVP gets rather unwieldy.
It would be simple to say that your EVP can change for each operating unit or for each population, but the truth is that there still needs to be an underlying culture that ties back to the organizational strategy. But simply saying that “we value highly experienced senior talent and reward them accordingly” is very different in Japan where the employment relationship is still thought of as very long term versus the U.S. where employment is becoming transient to India where the talent market continues to evolve daily.
MS. Beaman is certainly right – the workforce is changing both because skill levels are increasing sharply globally, but also because of technology making everyone more accessible. The answer to the EVP is something each organization will need to grapple with as there may not be a single simple answer. It’s hard enough to translate text in a database let alone strategy and culture.
- Beaman, Karen, May 5, 2008. “The Evolving Multi-Dimensional Talentforce.” Retrieved from http://www.jeitosa.com/blog/ on May 5, 2008. [back]