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Workforce Crisis: How to Beat the Coming Shortage of Skills And Talent Hardcover – April 4, 2006
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The authors then approach a far broader and complex subject: how to retain and engage a very diverse workforce. Being concentrated on age brackets, they classify the workforce in three distinct age buckets (> 34 years old; > 34 < 55; > 55). These can be thought of as the young, middle age, and nearing retirement. They describe in detail the three completely different sets of temperament and career aspirations of these three groups. Their findings are based on a very extensive survey of over 7,000 employees.
The key for companies to resolve the emerging skill shortage is not just to cater to the retirement bound baby boomers, but create a work climate and flexible benefits catered to all three age buckets. They give many examples of corporations who have already adapted to this new working world. And, they make further recommendations for companies to promote and retain an information age skilled labor force no matter what its age.
This is an excellent book for any one engaged or interested in broad social trends, human resources, management, and consulting.
Part 1 - The Management Challenges of Changing Workforce Demographics: The Coming Shortage of Skills and Labor; The Diverse and Demanding New Workforce
Part 2 - The Three Worker Cohorts and How to Engage Them: The Needs and Capabilities of Mature Workers; The End of Retirement; The Needs and Frustrations of Midcareer Workers; The Relaunch of Careers; The Needs and Attitudes of Young Workers; The Retention of Talent
Part 3 - The New Employment Deal and How to Shape It: Flexible Work Arrangements; Flexible Learning Opportunities; Flexible Compensation and Benefits
Part 4 - Management Practices for the New Workforce: Meaningful Work and Engaged Workers; The Manager's Agenda for Change
Readers' Discussion Guide; Notes; Acknowledgements; Index; About the Authors
The authors don't paint a very encouraging picture of the American workforce. For instance, the baby boomer generation is getting much older, and many are starting to approach retirement. You'll either lose them to retirement, or they'll want to work less than full time. There is also a shortage of younger workers who have the necessary education and skills to allow today's company to compete effectively on the world stage. A company's ability to train workers becomes ever more important.Read more ›
Readers will greatly appreciate the authors' no-nonsense approach to real-world issues. Their observations are based on extensive research and their recommendations are both practical and do-able. The provision of various case studies is a substantial value-added benefit. It is instructive to see how various organizations have either avoided or satisrfactorily resolved the "workforce crisis" each faced. There are two other books which should be read in combinbation with this one: Leigh Branham`s The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It's Too Late and Bradford Smart's Topgrading: How Leading Companies Win by Hiring, Coaching, and Keeping the Best People (Revised and Updated Edition).
Most Recent Customer Reviews
the book came when I expected, was in the condition I expected and the recipient of my gift was thrilled to receive it.Published on December 23, 2008 by K. Zanfardino
This is a page-turner for anyone interested in workforce development, human capital, or economic development interests. Read morePublished on October 7, 2008 by Dan Demaionewton
This book talks about engagement by age group, which is a good topic but when reading into futher... Read morePublished on March 10, 2008 by C. Stewart
Ken Dychtwald covers greatly the changes in today's workforce. From diversity to age, it all effects the shortage of skills and talent. Read morePublished on May 14, 2007 by Mieko Banjoko
The "research" that the authors quote is their own but their "findings" are nothing more than information that has been reported ad nauseum in journal articles and news stories... Read morePublished on September 11, 2006 by William Corsair
Good analysis of the problem and some suggestions for solutions. Employers are going to have to use older workers or go without in the near term. Read morePublished on August 3, 2006 by John J. Herring
WORKFORCE CRISIS: HOW TO BEAT THE COMING SHORTAGE OF SKILLS AND TALENT predicts a crisis in the workplace as the huge boomer generation requires and leaves less experience holding... Read morePublished on June 19, 2006 by Midwest Book Review
Co-authored by Ken Dychtwald (Founder and CEO of Age Wave), Tamara J. Erickson (Executive Officer of The Concours Group), and Robert Morison (Executive Vice President of the... Read morePublished on May 4, 2006 by Midwest Book Review
This is an excellent read! I was browsing through the book stores with a hope of finding a book that relates to trends in the workforce demographics and I came across a Harvard... Read morePublished on May 2, 2006 by R. Shamarayar