paul osterman. skills, training and hr competing and succeeding in the modern economy. 50º congreso...
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SKILLS, TRAINING, AND HUMAN RESOURCES: COMPETING AND SUCCEEDING IN THE MODERN ECONOMY
Paul OstermanNTU Professor MIT Sloan School of Management
October 6, 2015
FOUR FACTORS ARE RE-SHAPING EMPLOYMENT IN THE UNITED STATES
CONTEXT
SOURCE: OECD
TECHNOLOGY
Source: David Autor
THREE IMPACTS OF TECHNOLOGY
Changes job content
Facilitates organizational redesign
Reduces the cost of distance and hence stimulates globalization
BALANCE OF POWER
IMPLICATIONS OF SHIFTING POWER BALANCE
Work can be reorganized more easily and also (potentially) more detrimentally to the workforce
It becomes easier to weaken labor market regulations and limit protections
The benefits of productivity growth become more unequally distributed
COMPETITION AND DISRUPTION(domestic as well as globalization)
IMPLICATION OF INCREASED COMPETITION
Firms are pressed to cost minimize which in turn leads to efforts to
seek out low cost production locations
to outsource as much work as possible
to reorganize and reduce reduce headcount
THESE FOUR FACTORS IN TURN HAVE LED TO FOUR BIG WORRIES WITH RESPECT TO EMPLOYMENT…..
FIRST WORRY: STAGNANT WAGES AND INEQUALITY
AN ASIDE: WHAT’S THE PROBLEM WITH THIS?
Answer:
And Brexit
WORRY TWO: DUMB JOBS, DUMBED DOWN BY TECHNOLOGY
OFTEN FORGOTTEN: RETIREMENTS WILL CREATE MANY MIDDLE SKILL JOBS
OCCUPATION NET EMPLOYMENT CHANGE TO 2022
REPLACEMENT OPENINGS TO 2022
PRODUCTION 75,000 1,800,000
Source: MonthlyLabor Review
EVIDENCE: DO FIRMS IN FACT REQUIRE SKILLS THAT ARE OUT OF THE REACH OF MOST PEOPLE?
Survey of manufacturing firms in the United States
Asked very concrete questions about skill needs
DEMAND FOR BASIC SKILLS AMONG “CORE” WORKERS: PERCENT OF ESTABLISHMENTS
Basic Reading Basic Math Basic Writing Use Computers Several Times a
week
56%
58%
60%
62%
64%
66%
68%
70%
72%
74%
76%
DEMAND FOR EXTENDED SKILLS: PERCENT OF ESTABLISHMENTS
Extended Reading Extended Math Extended Writing Extended Computer
0%
10%
20%
30%
40%
50%
60%
70%
PERSONAL SKILLS
Cooperate with Colleagues
Work In Teams Abililty To Learn New Skills
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
WORRY THREE: TOO MANY LABOR MARKET DROPOUTS
WORRY FOUR: FRAYING (or changing) TIES BETWEEN EMPLOYEES AND EMPLOYERS
WHY TIES MAY FRAYSub-contracting and networked production
Gig jobs
Loss of commitment
Sub-contracting and networked production: a hotel example
Source: Batt, Bernhardt, Houseman
ALTERNATIVE EMPLOYMENT: PERCENTAGE OF EMPLOYED WORKERS
LOSS OF COMMITMENT
SYMPTOMSReduced internal training investments
Increased job insecurity
Lifetime employment is a feature of the past, not present
Tougher performance evaluations, more use of contingent pay
THE CHALLENGEThe new world is here to stay
There are many important benefits:flexibilityinnovationopportunity
So how create institutions that support these and that address the challenges
FOR FIRMSFocus on speed of delivery, customization, quality: work organization
Difficulty getting up-to-date skills
Worries about commitment given shorter tenures and less secure jobs: motivation
FOR PEOPLEObtaining skill
Finding jobs in turbulent job market
FOR SOCIETY/GOVERNMENTLabor market institutions for the old world need to be updated
Training
Definition of employee and protections for new forms of work
Effective matching mechanisms
Restore balance of power
MOVING FORWARD: FIRMSAdopt new forms work organization and modern HRM
Renew commitment to internal training
WORK ORGANIZATION: THE CHOICE
NARROW JOB DEFINTIONS
MANAGERS THINK/EMPLOYEES EXECUTE
NO EMPLOYEE ROLE IN GOVERNANCE
OR
FLEXIBLE JOBS, TEAMS, PROBLEM SOLVING
EMPLOYEES PARTICIPATE IN DECISIONS
HIGH LEVELS OF TRAINING
SOURCE OF GAINS FROM HIGH PERORMANCE SYSTEMS
Tap into workforce ideas and creativity
Build commitment and effort
More nimble/flexible
Eliminate layers (e.g. quality supervisors)
Speed up and peer pressure
EVIDENCE OF GAINSMIT Auto Study
Steel
HRM research correlating investments in human capital and use of teams with productivity and profits
APPLIES TO SERVICE INDUSTRIES AS WELL AS MANUFACTURING
Studies of retail show that training is directly related to:
Phantom stock-outs (or not)
Inaccurate promotion compliance (or not)
Poor customer service (or not)
Source Ton
©Zeynep Ton 2015
©Zeynep Ton 2015
Mercadona & The 2008 Economic crisis
2008 2009 2010 2011 20120
5
10
15
20
25
MercadonaCarrefourDiaEroskiAuchan
% o
f Mar
ket
Shar
e
Source: Kanter Worldpanel, The Wall Street Journal
INVESTMENT IN YOUR WORKFORCE PAYS OFF• HR Magazine reports that companies investing $1,500 or more
per employee per year on training average 24 percent higher profit margins than companies with lower yearly training investments. The American Society for Training and Development (ASTD) collected training information from over 2500 firms and found that companies that offer comprehensive training:• Have 218 percent higher income per employee than those with
less comprehensive training,• Enjoy a 24 percent higher profit margin than those who spend
less on training, and• Generate a 6 percent higher shareholder return if the training
expenditure per employee increases by $680.
BUT HARD QUESTIONSIf it is so great why doesn’t everyone do it???
Weakness in the literature on impact (selection)
Internal obstacles
External obstacles
PUBLIC POLICY
IMPROVING SKILL SYSTEMS: COMMUNITY COLLEGES
1.200 Community Colleges, virtually all public
42% of all undergraduates: 61% part-time
Two thirds in vocational tracks
Additionally 5 million in non-credit certificate programs
Many of these programs organized in cooperation with employers
IMPROVING SKILL SYSTEMS: SECTORAL PROGRAMS/INTERMEDIAIRES/SECOND CHANCE SYSTEMS
Traditional second chance programs
Dual customer sectoral (or intermediary) programs
The central idea: employerswork with public agencies to both trainemployees and new hires and to also upgradetheir internal career ladders
SUPPORTING AND DIFFUSING MODERN PRODUCTION SYSTEMS
Manufacturing Extension Service
Regulation/Incentives/Industry Associations
MODERNIZING EMPLOYMENT LAW
For example:
Is an Uber driver an employee? What protections are appropriate? What restrictions are outdated?
RESTORING BALANCE OF POWER
Revive unions?
Support new forms of employee voice?
WHAT DOES THIS ALL ADD UP TO
The “new world” is here to stay. So:
Firms: Modernize production systems Invest in your workforce
Public Policy: Modernize employment regulations Restore balance of power Invest in human capital
THANK YOU!