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how to stay relevant for GBS in the future - Coggle Diagram
how to stay relevant for GBS in the future
Employees perspective
bias about the work in GBS (routine, for young people, call centre, no added value)
motivation for the job after 50 +:
stabile & calm environment vs dynamic/
work with youg people, who might be also your managers
skills - willing to learn new things
skill set expected in general from people in 10 - 15 years?
benefits for employers from aged generation
broader "pool" for recruiting the candidates
stable & loyal profiles
diversity & experience in the team
undemanding engagement -> motivation for basics:
have the work
be appreciated
not looking for benefits like laptop / beer vouchers etc. are "grown up" in the real expectations
Support from recruiters needed for both involved parties
support to promote the GBS work
clearly summarize the expectations of the candidate:
if looking just for job to have income -> doesn't care if he would be over skilled for some positions or still motivated to use more skills and be on relevant position
salary expectation
challenge the managers on the biased approach towards this generation
change mindset towards the aged generation in the GBS
be prepared for communication gap
possible conflicts between the generation
need to offer broader package of "benefits" -> cover diverse motivational factors
don't afraid of over skilled persons -> offer lower position and check properly the expectation of the aged candidate
offer training for missing skills
promote GBS -> change the perception that the job is just for young people and it has boring transactional activities without impact on business
ideas for the product
path for HR:
help them to develop - technology and other skillset
platform for both groups how to work together
MINDSET on both sides of the groups:
they're not interested vs they don't want to
bias in the interview's
organization hast o make the decision that is willing to hire this age group and make it happen -> remove bias from recruitment
DIVERSITY -> promotion vs reality in the age groups
I'm 57 years old and unemployed -> looking for job
where I can get the job
I have my skills vs skills required
= I'd like to have an employer with open mindset and have bigger market
switch mindset of the employers
marketing compaign for GBS and HR to promote the work -> diversity
fight against the stigma to be overqualified - immediate rejections
companies are the blockers for the topic
blockers on their site
stereotype of limiting the beliefs
that someone would be willing to pay for it
-> companies? -> convince them to pay for it
-> employees? -> to get the job
-> government? -> lead to decrease the unemployment (Czechinvest, ABSL?)
Czechitas
Add to it the P&L
ABSL members would benefit from it / found it:
changing the mindset of the companies - starting from HR - managers - to employees
how to do it?