Last week the British Chancellor announced that he is expecting the global economy to double in size within 20 years - a staggering thought given that in next 40 years the global population is expected to grow by 50%.  On the face of it this sounds like good news - taken as a straight-line, those projections would indicate that per capita wealth is likely to increase but who is going to do the work?

Recently I posted about 'Peak Talent' and touched on the magnetic effect of the Asia-Pac region.  Since then I have since found two interesting clips from CNBC.  The first features an interview with Puneet Swani of consultants Hewitt who talks about the competitive labour market in China and India and the second an interview with David Arkless who talks about Manpower's Talent Shortage Survey that was conducted last year.   More recently a posting on how to address China's growing talent shortage appeared in the China Economic Review.

Today I found this video, from Australian based consultants Future Presence, on You Tube.

Its a compelling call to action to business leaders and those responsible for ensuring that organisations have the talent that it needs in the future to look at how to engage with Generation-Y and to begin developing self-sufficient means of resisting talent shortage.

So, if they are going to do the work, what are you doing about Generation Y?

With the current economic conditions, now may not feel like the right time to be thinking about the potential resourcing challenges of the future.  However if, like StepStone, your organisation is planning for the upturn and looking to gain competitive advantage by being 'first out the blocks' then you need to work on three plans - the now, the near present and the long-term and find the thread that links them together.   

Tags: cold war for talent, gen y, generation y, n gen, peak talent, skills gap, talent shortage, war for talent

This entry was posted on Friday, May 1st, 2009 at 9:25 am and is filed under Talent Management. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.