As we step into a new year, it’s time to look into the crystal ball and predict which emerging talent development trends will have the greatest impact for learning and HR pros in the year ahead. From mobile employee development to video learning to the continued rise of workforce analytics, it’s vital for talent leaders to understand and prepare for these trends in order to deliver a great employee experience and maximize the business impact of their talent programs.
More information: https://www.saba.com/uk/blog/4-talent-development-trends-to-watch
Companies are only as strong as their people, which is why getting talent management right is critical for today’s competitive environment. From locating and recruiting to hiring and developing talent, companies need to ensure their talent management strategies support their overall strategic planning and business goals. Talent management strategies should result in a high-performing workforce, a system that identifies and improves weak areas, and a means for attracting, developing, and retaining quality, diversified talent.
More information: https://www.wonolo.com/blog/best-articles-on-talent-management-strategies/
One of the biggest perceived drawbacks to in-house executive recruiting is not having access to a recruiter’s talent pipeline, which they have typically built over months or years of recruiting for many different companies. But while in-house teams may need to put in some work building a pipeline, it can be done. And in-house teams do have some of their own advantages over recruiting firms that can lead to great candidates.
More information: https://thrivetrm.com/meeting-talent-pipeline-challenges-house-recruiting/
It’s no secret, people are living longer now than ever before. According to a report by the World Bank, the average life expectancy across the world has risen from 53 years in 1960 to 72 years in 2015—and there is no end in sight. Going forward, life expectancy is projected to increase by 1.5 years per decade. Combine that with falling birth rates, and the workforce is getting considerably older, putting businesses in a unique situation.
More information: https://www.td.org/magazines/td-magazine/boeing-rehires-retired-workers-to-fill-talent-need
Your Applicant Tracking System (ATS) is a necessary part of your company’s hiring process. Without an ATS, you could not manage a large volume of applications, track each individual through the correct hiring process through on boarding, or ensure compliance with legal requirements.
An ATS is necessary, but it may not be sufficient to support all your hiring needs—especially if your company still needs to hire more people, hire faster, hire at lower cost, or improve diversity.
More information: https://eightfold.ai/blog/5-reasons-to-integrate-your-ats-system-to-a-talent-intelligence-platform/
Compensation plans can seem like a mystery to employees which can then lead to misunderstandings and unrealistic expectations. Your people power your project success. Isn’t it worth the time it takes to ensure you are able to provide the most appropriate compensation possible?
Budgets are plans. Sometimes they aren’t perfect, but they provide a transparent framework that allows your organization to make decisions based on strategic goals.
More information: https://www.deltek.com/en/learn/blogs/talent-management/2018/10/create-strategic-compensation-plans-to-retain-top-talent
Over the last few years we’ve talked extensively about the alternative workforce; contract, contingent, gig, and crowd-sourced workers. Well, we now know that this workforce is bigger than you think.
First, only 42% of companies tell us they use primarily full-time employees. The others have a wide range of contractors, part-time employees, and gig workers of various types. If you go to any tech company in Silicon Valley, for example, you find “red badges” (or another card) identifying people who are not on the full-time payroll.
More information: https://joshbersin.com/2018/12/the-alternative-workforce-it-isnt-so-alternative-any-more/
It’s not enough to just have talent. You have to practice and use your talents in order to improve and make a positive impact on the people around you.
Professional athletes spend countless hours practicing and training in order to improve their performance. What if you could spend more time on your talents?
More information: https://blog.thecenterforsalesstrategy.com/talent-is-not-enough-for-sales-performance
THIS IS A CAUTIONARY TALE.
Yes, it’s great that you want to be better than other HR/TA shops around you…99% of the time. There’s only 1 time out of a 100 this is not a good thing, but it’s a doozy.
You get sick of your own s*** way too quick. Let’s take a look at this Achilles heel of upstream HR and TA.
The dirty little secret of great HR and TA is that you see and consume your marketing elements and departmental policies/processes much more frequently than anyone else.
More information: http://fistfuloftalent.com/2018/12/fear-loathing-hr-talent-acquistion.html
If we take a step back in time and look at how talent management used to look like, we probably won’t even be able to recognise it. Back in the day, the scope of talent management was much narrower than what it is today, where we now take a whole host of factors into account when dealing with today’s increasingly demanding workforce such as engagement, culture, empowerment, leadership and the overall environment of the workplace.
More informati0n: https://www.bayt.com/en/blog/28104/talent-management-and-what-has-changed-today/