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Greetings!
It was a sincere pleasure meeting those of you who attended the 2009 IPMA-HR International Training Conference & Exposition in Nashville last month. We look forward to keeping in touch, learning more about your organizational needs and requirements, and lending support wherever you need it.
I invite you to join our mailing list by clicking on the button below to receive periodic updates like this and to stay apprised of what's happening here at DAI. You can unsubscribe at any time by clicking on the "unsubscribe" link above if you no longer wish to receive our emails.
Sincerely,
Dr. Sherilyne E. Dougherty
President & CEO
DAI |
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 Did you know...? Approximately 64 million "baby boomers" (those born between 1946 and 1964, and over 40% of the U.S. labor force) are poised to retire in large numbers by the end of this decade; by 2010, the number of 35 to 44 year olds, those normally expected to move into senior management ranks, will decline by 10%.(Managing the Mature Workforce - Report #1369, The Conference Board)
Only one-third of employees interviewed across the G7 countries (Canada, France, Germany, Italy, Japan, the United Kingdom, and the United States) believe their employer has well-defined policies encouraging employment of older workers. While many employees expressed interest in working longer, many were uncertain about their employers' perspectives on their continued employment. (Employer, Worker and Policy Perspectives on the New Demographic Realities, Profit from Experience on behalf of AARP International, 2007)
A 2009 survey on workforce and succession planning conducted by the IPMA-HR Benchmarking Committee revealed that fewer than half of survey respondents were satisfied with their organization's succession plan, and only a quarter of respondents reported having formal workforce plans in place. Reported common barriers to succession planning included preoccupation with short-term activities, lack of staff, lack of executive support and restrictive merit system rules on hiring, promotions, etc. (IPMA-HR Benchmarking Committee Survey on Workforce and Succession Planning, 2009, distributed to over 8,000 IPMA-HR members, with a total of 310 responses) | |
Mitigate Loss, Realistically Plan for the Expected and Capitalize on Opportunities 
The major demographic shifts and retirement trends predicted over the next several years across Canada, Europe, and the United States require a complex and integrated approach to workforce and succession planning.
DAI's concise, comprehensive, and customizable approach to addressing aging workforce trends allows us to tailor our strategies to meet organizational needs, as well as to apply a variety of competencies from our three core practice areas - human capital, learning solutions and communications. Our methodology takes into account that the dimensions of workforce and succession plans are unique to organizations and industries and must be carefully considered based on relevant business goals, strategies, needs, challenges, cultures, and existing practices. Our solutions promote diversity, recognize generational differences, and facilitate mutual understanding of the benefits of diverse skill sets, talents, and modes of thinking within the workplace.
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CASE STUDY
U.S. Department of Energy (DOE) - An aging workforce, new technologies, changes in mission - these were major issues facing the DOE's Chief Information Officer. In turn, DAI analyzed its Strategic Plan goals and objectives, identified mission-critical technical and leadership competencies, assessed the current workforce, determined the desired future state of its IT workforce, and implemented fact-based strategies to address skill gaps through a variety of recruitment, training and development, and retention programs. DAI also established metrics to monitor program success to support a wide range of human capital goals and objectives, including career management. |
Interested in learning more about specific projects we have supported? Read our Success Stories. |
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A dynamic, woman-owned consultancy headquartered in Alexandria, Virginia, DAI offers a wide range of customized services and solutions in the areas of human capital, learning solutions and communications to support public agencies, not-for-profit organizations and corporations of all sizes. | |
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NEW FACE OF THE FUTURE: BEYOND THE AGING WORKFORCE
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Is your organization sufficiently prepared to address the challenges and complexities associated with an aging workforce -- identifying critical occupations, closing skill gaps, ensuring leadership stability, and creating a robust pipeline of skilled candidates to ensure future readiness, as well as developing multidimensional mentoring, continuous learning and comprehensive retention strategies to address the multigenerational and multicultural needs of today? Organizations that do not consider and properly plan for the challenges and opportunities associated with an aging workforce may risk their ability to stay competitive.
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DAI will be in Canada this month, as part of the Virginia Economic Development Partnership (VEDP) Accessing International Markets (AIM) export development program, which is intended to help businesses pursue global business opportunities. Learn more. DAI recently exhibited at the 2009 Federal Procurement Conference in Washington, DC, hosted by the Minority Enterprise Executive Council (MECC).
DAI was a proud sponsor of the USO of Metropolitan Washington's 6th Annual "Viva Las Vegas" Casino Night last month. As the USO's social fundraising event of the year, all proceeds will help support vital programs and services for U.S. military troops and their families. |
Follow DAI on Facebook. Check out news, events, and photos, or post a question or comment to our Wall. We look forward to hearing from you! | |
