State of the Industry Report 2007-2008

CoreNet Global Applied Research Center Chapter State of the Industry Report January 2008 Eight Another related Issue - workplaCe praCtICes and the © CoreNet Global result is that, like sustainability, workplace is becoming a recruiting and retention weapon in the War for Talent. war for talent 2 high Velocity Issues gain traction in 2007 • New drivers – sustainability is one. • Talent is the other driver – for our industry and the corporate enterprise. • They are both linked to workplace design and flexibility. Like globalization, outsourcing and technology, they are Chapter 8 more interdependent. growing how Is Cre VIewIng talent? The CRE lexicon of talent surrounds these key terms: • War for Talent • Human Capital • Intellectual Capital • Knowledge Workers • Diversity • Emerging Leaders Related Issue - Workplace Practices and the War for Talent how Is the enterprIse VIewIng talent? “One of the factors we look at in supporting green 1. Companies need talent for emerging markets, and initiatives is that we want to be able to attract and 2 High Velocity Issues Gain Traction whom need talent to rise from their own ranks. retain the next generation of employees for in 2007 green issues are very critical,” as the head of EMEA for o New drivers – sustainability is one. o a global technology other driver – the London Talent is the firm stated during for our industry 2. But the corporate enterprise. other problems and companies are treating these and separately, not in an integrated way. Global Summit. That same firm is an early adopter of o alternativeare both practices. to workplace design and flexibility. They workplace linked Like globalization, outsourcing and technology, theyMore than 30-million people will be retiring from 3. are growing more interdependent. management and leadership ranks in the next 5 demand eXCeeds supply years, the Wall Street Journal reported in September There’s an ‘urgency of competition for talent.’ The “Onesupply of factors weislook at in than the rapidly-green initiatives is that we want to be able to attract of the future talent much lower supporting 2007. and retaindemand for it. rising the next generation of employees for whom green issues are very critical,” as the head Taking London Global Summit. That same of EMEA for a global technology firm stated during the these three trends together, that’s why the Wall firm Street Journal called our ‘War for Talent’ a ‘Perfect Storm’ One key validation: The US Bureau of Labor and Statistics is an early adopter of alternative workplace practices. the demand for talent far outweighs the supply, where estimates that between 2002 and 2012 the number of US and companies are not being proactive enough. workers 55 and older will grow by 50%, well ahead of the Millennial demographic curve. Demand Exceeds Supply chapter eight Management demographic will continue population declines until at least 2015 Indexed U.S. population (35 – 44 age group): 1970 – 2020 Index (1970 = 100) 220 200 180 160 140 120 100 80 Peak in 2000 (192) Today Trough (174) 9.4% decline from peak to trough over 15 years 1970 1975 1980 1985 1990 1995 2000 2005 2010 2015 2020 Middle management demographic population (35 Source: U.N. Population Growth Bureau data © 2007. CoreNet G lobal. All rights reserved. -44) will continue to decline State of the Industry 2007-2008 35 http://www2.corenetglobal.org/home/index.vsp http://www2.corenetglobal.org/summits_events/atlanta_2007/program/highlights.vsp#mega_foot

Table of Contents Feed for the Digital Edition of State of the Industry Report 2007-2008

State of the Industry Report 2007-2008 Contents Chapter 1: Introduction : CoRE 2010 Framework and Report Structure Chapter 2: The Changing Business Environment Chapter 3: Executive Summary of Key Findings and Conclusions Chapter 4: CoRE 2010 Adoption Rate Chapter 5: Sustainability/Corporate Social Responsibility Chapter 6: Global Sustainability Survey and Roundtable Findings Chapter 7: Workplace Practices/Work Environments Chapter 8: Workplace Related Issue: The War for Talent Chapter 9: Asset Management/Portfolio Optimization Chapter 10: Solutions Delivery Chapter 11: Location Strategies/The Strategic Role of Place Chapter 12: Location Related Issue: Site Selection Morphs to Portfolio Alignment Chapter 13: Strategic Competencies/Enterprise Leadership Skills Chapter 14: Competencies Related Issue: The War for Talent in Corporate Real Estate (CRE) Chapter 15: Integrated Resources Infrastructure Solutions – IRIS Chapter 16: Technology and the Web Chapter 17: Technology Related Issue: Removing the Obstacles to Industry Data Standards Acknowledgements and Sources

For optimal viewing of this digital publication, please enable JavaScript and then refresh the page. If you would like to try to load the digital publication without using Flash Player detection, please click here.