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Workforce Crisis: How to Beat the Coming Shortage of Skills And Talent


Ken Dychtwald, Tamara J. Erickson and Robert Morison



1591395216
Retail Price: $29.95
LS Price: $20.35
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Format: Hardcover, 269pp.
ISBN: 9781591395218
Publisher: Harvard Business School Press
Pub. Date: April 4, 2006

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Description and Reviews
From The Publisher:

What Companies Must Do Now to Survive the Impending Talent Crisis

Unprecedented shifts in the age distribution and diversity of the global labor pool are underway. Within the decade, as the massive boomer generation begins to retire and fewer skilled workers are available to replace them, companies in industrialized markets will face a labor shortage and brain drain of dramatic proportions.

Ken Dychtwald, Tamara Erickson, and Robert Morison argue that companies ignore these shifts at great peril. Survival will depend on redefining retirement and transforming management and human resource practices to attract, accommodate, and retain workers of all ages and backgrounds. Based on decades of groundbreaking research and study, the authors present innovative and actionable management techniques for leveraging the knowledge of mature workers, reengaging disillusioned midcareer workers, and attracting and retaining talented younger workers.

This timely book will help organizations sustain their competitive edge in tomorrow’s inevitably tighter labor markets.

 
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About the Authors

Ken Dychtwald is a psychologist, gerontologist, author of ten books, and foremost authority on aging related issues. He is the President and CEO of Age Wave, a San Francisco-based firm guiding leading companies and organizations worldwide in product and service development geared to aging boomer and mature population segments.

Bob Morison and Tammy Erickson both work for The Concours Group. Erickson is an executive officer and member of the Board of Directors and is based in Boston. Morison is an Executive Vice President and Director of Research and is based in Miami.

The Concours Group works with senior executives of over 300 of the Global 1000 to master critical issues in management and to turn human capital and technological potential into business value. Their integrated processes of research, consulting, and education ensure that clients are equipped with future—not past—best practices in business, technology, and human resources management.


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Table of Contents
Pt. IThe management challenges of changing workforce demographics
1The coming shortage of skills and labor3
2The diverse and demanding new workforce19
Pt. IIThe three worker cohorts and how to engage them
3The needs and capabilities of mature workers35
4The end of retirement47
5The needs and frustrations of midcareer workers65
6The relaunch of careers75
7The needs and attitudes of young workers97
8The retention of talent109
Pt. IIIThe new employment deal and how to shape it
9Flexible work arrangements135
10Flexible learning opportunities159
11Flexible compensation and benefits179
Pt. IVManagement practices for the new workforce
12Meaningful work and engaged workers207
13The manager's agenda for change229


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