Link: http://acetalentnet.com.au/enews/newsletjan09.html

Happy New Year!!! Trust you've enjoyed a easy landing into 2009? The Team at aCE talentNET is back on deck and looking forward to a successful 2009... we are doing our bit for business confidence by not focussing too heavily on the doom and gloom that surrounds us at every turn in the media. As far as we are concerned the Learning & HR environment in 2009 will be about delivering on projects in pipeline, ensuring the biggest bang for buck when it comes to training spend and effectiveness and securing quality resources to delivery forecast projects on time and within budget (our prediction is that many of these projects will continue to be technology driven).

We have sourced some interesting reading for you as you ease back into things, but particularly I draw your attention to the Enterprise Learning, Recruiting and Talent Management 2009: Predictions for the Coming Year, research report by US based Bersin & Associates. Whilst the report is based on US research and predictions there is not doubt that this will have some flow on effect to Australian companies or for any of you in alliance with US (and Asian?) based parties. Key findings and predictions are as follows:

1. Budget Cuts will force the restructuring of HR and LandD
2. LandD Budgets will be cut, forcing Organizations to refocus training spending
3. Leadership, Career and Capability Management will emerge as keys to success in 2009 and beyond
4. Succession Management looms as a critical issue for 2009
5. Needs of the Multigenerational Workforce will become clearer
6. The Talent Management Systems market will grow then consolidate
7. The LMS Marketplace will grow, then shift to Talent Management and Learning 2.0
8. Social Networking and Learning 2.0 will arrive
9. The Heavy Focus on Performance Management will continue
10. New Recruitment Tools and Strategies Will Replace the Résumé

Finally, “the Business of Talent” Will Be More Important Than Ever

To get more information read the Report Executive Summary in more depth.

All the best to our Talent Network for a year of challenge, productivity and personal success!

Deirdre

Deirdre Gruiters is the Executive Director - Consulting for aCE talent NET, or in other words, aCE talent NET's Corporate Talent Agent. She is also an internationally published author as a result being featured in the July08 edition of "Consulting Ahead" India. So if looking for Organisational Development resources is what you're needing to do, then Deirdre and the team of aCE talent NET know how to find them. Ask anyone of our continually satisfied clients

Link: http://www.trendwatching.com/trends/generationg/

Another priceless offering from trendwatching.com, especially given the highly publicised times ahead, coupled with what you actually want to be doing... plenty of food for thought...

Has there ever been more urgency for corporations to ditch the greed and embrace generosity? It's something that countless individuals have already started doing, of course: giving is the new taking, and sharing is the new giving. And yes, we do realize that this month's Trend Briefing is massive, but in this business climate, can you really afford not to spend some time figuring out how to get a little closer to your customers?

GENERATION G | "Captures the growing importance of 'generosity' as a leading societal and business mindset. As consumers are disgusted with greed and its current dire consequences for the economy—and while that same upheaval has them longing more than ever for institutions that care—the need for more generosity beautifully coincides with the ongoing (and pre-recession) emergence of an online-fueled culture of individuals who share, give, engage, create and collaborate in large numbers.

In fact, for many, sharing a passion and receiving recognition have replaced 'taking' as the new status symbol. Businesses should follow this societal/behavioral shift, however much of it may oppose their decades-old devotion to me, myself and I.”

If the recession is hitting you where it hurts, and your budgets are tight, GENERATION G may feel like too costly a trend to capitalize on. We beg to differ:

Not all GENERATION G projects and initiatives are costly. Often, it’s a case of mindset, of attitude, of being creative, of finding the right partners, without spending millions. In fact, many of the services and projects highlighted in this briefing didn't cost the world.

Those projects that do involve serious money should be paid for by shifting funding from any kind of bland, non-relevant, non-interactive, and above all, non-generous ad campaign you’re planning to run this year. Hey, if others—in all the examples above—can do it, so can you.

Not infusing your company’s or brand’s mindset with a heavy dose of generosity will eventually cost you much more. Like, seeing your brand go bust. Which makes any kind of expenditure on generosity a bargain.

Joining GENERATION G as a company or a brand is not really optional, it’s a fundamental requirement if you want to stay relevant in societies that value generosity, sharing and collaboration. Joining obviously entails more than adding a social responsibility or sustainability department; it means adopting a generous mindset that permeates every interaction with your community, with your employees, with your customers, with, wait for it, your ‘stakeholders’. Nothing more or less than a holistic approach* to generosity and business.

The benefits?

It doesn’t hurt that in turbulent times like now, generosity will find an extra-appreciative audience, and certainly won't be forgotten.

Not only will your customers be more appreciative, they'll also return your favors by being more willing to spread the word about you. And being more willing to collaborate with you, co-creating or co-inventing or co-improving. Which would get us to CUSTOMER-MADE. See, we told you this would be an umbrella trend.

And last but not least, to manage a company with a caring, generous mindset can actually be good for your soul, too ;-)

indeed! read on...

Link: http://www.sixfigures.com.au/advertisers/resources

Six Figures has recently produced the Executive Job Market Confidence Report to gauge this market segment's confidence in the current job market and their intentions to move locally, nationally and/or internationally for job opportunities.

The findings show that for high salary earners the lure of interstate and international work opportunities is still very high. A key finding was that while quality of the employer's leadership played a significant motivator for attracting and retaining talent locally (as found in our previous survey report What You Need to Know About Attracting & Retaining High Salary Earners, October 2008), this was not the case when it came to interstate or international moves.

A copy of both reports can be found at http://www.sixfigures.com.au/advertisers/resources in the Reports & Whitepapers tab.

Link: http://www.aimvic.com.au/apps/news/StoryView.php?viewNewsStory=1106

Australian Institute of Management – News Release
Melbourne, December 1, 2008

As Australia contemplates spending about $500 million a year on the introduction of a compulsory paid maternity leave scheme, a new survey reveals that only a minority of executives believe the scheme will boost the numbers of women in the workforce.

The survey, conducted by the Australian Institute of Management VT attracted 3,180 respondents from the executive ranks of private and government sector organisations. Just 33 per cent of the survey participants agreed that compulsory paid maternity leave would ‘benefit the recruitment and retention of women in the workforce.’ The survey is titled ‘Retaining women in the Workforce’.

The Australian Government’s Productivity Commission, which has made an initial recommendation that taxpayers fund 18 weeks paid maternity leave, is now working on its final report to Government following the completion of public forums on the issue last week (final report due in Feb 09). One of the goals of the Commission’s proposals on maternity leave is to achieve ‘greater workforce participation by women’.

Respondents to the survey were 55 per cent male and 45 per cent female. The minority support for compulsory paid maternity leave as a means of boosting the numbers of women in the workforce was indicated by men (only 26% support) and women (40% support).
Eighty seven per cent of survey respondents said that ‘more needs to be done to retain women in the Australian workforce’.
“Australia’s ageing population means that maximising the retention and contribution of women in the workforce is becoming a key business imperative,” the CEO of the Australian Institute of Management, (Vic/Tas) Ms Susan Heron said.

The survey identified the most important single factor to retain women in the workforce was ‘flexible working arrangements’. The second most important factor was improved childcare support (10.0%), followed by improved career path (9.5%), paid maternity leave (7.0%), pay equity (6.9 %), training and professional development (5.1%) and other (3.4%).

“Whilst the Government’s move to consider the introduction of paid maternity leave is a welcome development, it is clear that by itself, this initiative will not significantly boost the retention of women in the workforce. Australian organisations need to embrace a broad range of measures to improve the situation.

“Our survey makes clear that greater flexibility in workplace arrangements is a key priority. The greater demand by women - and their partners – for options such as flexible working hours, the ability to work from home when required and job sharing point to the changes underway and indicate what lies ahead for Australian employers.”

Significantly, 63 per cent of participants believed that Australian organisations were not supportive of women ‘who seek to achieve seniority equivalent to their male counterparts.’

“This survey finding about lack of support for women helps us to understand why less than 15 per cent of women occupy the senior executive ranks of our major companies despite the fact that more than 50 per cent of tertiary graduates are women,” Ms Heron said.
“It is clear that Australia can no longer sustain such a poor return on its investment in tertiary education for women.”Eighty per cent of survey participants supported the view that having a child impacted ‘on a woman’s ability to achieve her career goals.’

The survey revealed that 64 per cent of respondents had never worked in an organisation run by a woman CEO (or equivalent position).

However, respondents who worked in the public sector or in the not for profit sector were much more likely to have worked for a woman CEO (or equivalent). Fifty five per cent of respondents in the public sector and 62 per cent of those working for a not for profit entity reported they had worked for an organisation run by a woman.

SURVEY RESULTS – SOME KEY FACTS
• Only 33% of respondents believed that compulsory paid maternity leave would boost the recruitment and retention of women in the workforce
• 58% of respondents said the most important factor in retaining women in the workforce was flexible working arrangements
• 63% felt that Australian organisations were not supportive of women who seek to achieve seniority equivalent to their male counterparts
• 87% believed that more needs to be done to retain women in the workforce
• 80% said that having a child impacts on a woman’s ability to achieve her career goals
• 54% indicated that if compulsory paid maternity leave was introduced, it should be paid by a combination of ‘Govt. and Employer’
• More than 55% of respondents said that if compulsory paid maternity leave was introduced, it should be for a longer period than the 18 weeks nominated by the Productivity Commission
• 55% said that if compulsory paid maternity leave was introduced, that it should not replace the $5,000 Baby Bonus.

For further information
W www.aimvic.com.au
E lfunston@aimvic.com.au

Here is the latest from one of my favourite reference sites, enjoy!
If you don't subscribe to the following, I would strongly suggest that you do, or at the very least, subscribe here on the RSS feed, and know each time I update this blog. That way you will stay across all trend type information that you need.

As there are no indications that 2009 will be any less turbulent than 2008, you'd better get ready for another challenging 12 months. How? Start by knowing where Australian consumers are headed. Here’s how:

Get an instant jolt of inspiration from our current Trend Briefing, highlighting half a dozen trends for 2009. From ECONCIERGE to MAPMANIA, these recession-proof trends can be applied today.
More >>>

trendwatching.com's sister site Springwise and its network of 8,000+ Springspotters have just released their overview of top 10 new business ideas, across 10 industries. All of these business ideas offer plenty of opportunities in 2009, whether by partnering with these ventures or being inspired to add similar offerings to your own brand. More >>>

Scan a selection of 2009 forecasts, some of them building on trendwatching.com's trends, from The Associated Press to The Independent to The Korea Times. More >>>

Oh, and please make sure you don't miss our new briefing, to go live on January 20, highlighting ‘GENERATION G’.

Happy spotting,
Reinier Evers
founder, trendwatching.com