Talent Management

Mass Career Customization

Peter May Global Talent Management

Customizing Career Paths to Grow Critical Talent June 26-28

Copyright 2008 Deloitte Development LLC. All rights reserved.

A set of converging trends are dramatically changing the talent marketplace

1 Shrinking Pool of Skilled Labor

Changing Family Structures

Increasing Number of Women

Changing Expectations of Men Evolving Expectations of Gen X and Gen Y Increasing Impact of Technology
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The workforce has changed, but the workplace has not.

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Q: What is todays response to this misalignment?

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Copyright 2008 Deloitte Development LLC. All rights reserved.

Q: What is todays response to this misalignment?

A: Flexible Work Arrangements (FWAs)

Flextime

Reduced Hours/ Part-Time

Compressed Work Week

Banking of Hours

Leaves/ Sabbaticals

Job-Sharing

Telework/ Telecommuting

Gradual Retirement

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But FWAs are not the solution. Why? FWAs are

One-off point solutions that do not scale Generally negotiated in a state of crisis

Neither integrated into nor supported by talent management processes and procedures
Not designed to address how careers unfold over time Too often focused exclusively on hours and work location at a specific point in time Viewed as exceptions or accommodations to an outmoded standard

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Copyright 2008 Deloitte Development LLC. All rights reserved.

Mass product customization is a significant part of todays consumer marketplace

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Copyright 2008 Deloitte Development LLC. All rights reserved.

Mass Career CustomizationTM provides a framework for how careers are increasingly being built

Recognizes that careers ebb and flow over time Provides a more fluid structure in response Institutionalizes framework/ process Allows choices Makes trade-offs more explicit Provides greater transparency Extends the bounds and consistency of whats acceptable

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Copyright 2008 Deloitte Development LLC. All rights reserved.

MCC recognizes that level of contribution changes over time creating a sine wave of sorts
Career Years: 0-3 Phase: Entered Professional Workforce Career Years: 4-8 Phase: Changed Specialty Career Years: 9-14 Phase: Personal Needs Career Years: 15+ Phase: Mid-Career

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Q: Is this a radical departure from today?

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Copyright 2008 Deloitte Development LLC. All rights reserved.

A: No, its already going on

A: No, its already going on

Career Years: 1977-1984 Phase: Tax Specialist

Career Years: 1985-1995 Phase: New Partner

Career Years: 1996-2002 Phase: Regional Leadership

Career Years: 2003 Current

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And on

Career Years: 1973-1983 Phase: Auditor

Career Years: 1983-1993 Phase: New Partner

Career Years: 1993-2003 Phase: Regional Leadership

Career Years: 2003 Current

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Whats your sine?

www.masscareercustomization.com/interactive.html

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Mass career customization delivers similar benefits as mass product customization

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Copyright 2008 Deloitte Development LLC. All rights reserved.

Q: Stepping back, whats really going on?

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Copyright 2008 Deloitte Development LLC. All rights reserved.

Q: Stepping back, whats really going on? A: The Corporate Ladder is giving way to a Corporate LatticeTM model
Corporate Ladder Corporate Lattice
More conducive to evolving matrix structure Multiple paths upward Move faster, slower, change directions Career-life fit Adjusts as workers needs change over time

Traditional hierarchy Singular path upward Move up or stop moving Upward Work-versus-life momentum balance Fits more traditional family structure Assumes workers needs remain consistent over time

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Copyright 2008 Deloitte Development LLC. All rights reserved.

Why a lattice metaphor?

Represents more and varied ways to develop and progress Extends focus from progression to growth and development in response to the flattening of organizational hierarchies Expands peripheral view, addressing issues that groups such as women and people of color have disproportionately struggled with

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Our key learning is in MCCs option value

MCCs greatest worth is its option value the psychic comfort afforded by the ability to customize the levels of career engagement as priorities change over time.

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www.masscareercustomization.com

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Copyright 2008 Deloitte Development LLC. All rights reserved.