If you truly want to prepare your workforce for the future, you need to look at it in terms of the generational supply chain. This means you need to have a balance of workers of different ages and make a constant, consistent effort to hire and train younger people to replace retiring baby boomers.
The first step you need to take is to look at the generational makeup of your talent to determine what you have and what you need. Assess your workforce by answering these questions: What’s the composition of your workforce in terms of age, rank, and skill set? Where can you find new workers? Where are you at risk of losing key skills? How will you develop the skill set you need to drive your business plan? How will you ensure the transfer of knowledge from those most likely to retire?
These questions will help you take a quantitative snapshot of your organization. You’ll begin to see where the competencies of your organization are strongest and where you need to develop your workforce. This may sound like a daunting task, but if you approach it with a positive attitude and view it as an opportunity for innovation in hiring, you’ll be able to look to the future with confidence.
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