Virtually all companies want to hire the very best talent available. Most have some version of this statement proudly displayed on their careers page. But we all know that there are constraints in terms of the price you can afford to pay for that talent. That’s the crux of achieving your company’s talent strategy, maximizing the talent you bring into the organization but doing so at a price that doesn’t break the bank.
The HR space talks about talent acquisition a lot.
How to attract candidates, how to source candidates, how to make the candidate experience exceptional. Just venturing a guess, but perhaps 70%, maybe 80%, of HR technology focuses on these very things.
As an HR practitioner, I believe there is something that corporate leaders, managers, HR pros, and recruiters neglect: A proper goodbye.
85% of jobs that will exist in 2030 have not been invented yet.
Of course, this isn’t the first time we’ve seen a new era for the economy and for the jobs that existed within it (see the graphic below). Did a telephone operator exist before the second industrial revolution, or did a software engineer exist before the third industrial revolution? Of course not! In the same way, because of drivers like mobile devices, sensors, artificial intelligence, natural language processing, bio technology, and wearable video, jobs will emerge in the upcoming years that we could not even conceive of now – but soon, it will be impossible to imagine life without them.
Here are the top news stories in talent & organization from this week.
The struggle to attract younger generations to insurance is not a new subject, but brokers need to take a new approach to the war on talent, argue John Ludley and Matthew Reed. “Some have been proactive in setting up apprenticeships or graduate schemes, or creating defined training programs, but is this enough?” they ask in a blog post for Insurance Age. “There is abundant research out there which demonstrates how important perks and benefits are to potential employees before accepting a new job, and the positive impact these benefits have when it comes to staff retention.”
The many organizations whether big or small need to manage their employees and staff. For this, the companies use a human resource information system that works to manage employee records and basic information. But with the growing need, the companies and managers are now moving ahead to implement a system that eases their job. This system called, the talent management system is the system by which the HR department attracts, develops, motivates, and retain employees to obtain the mutual benefit of both parties.
More information: https://jitalent.com/blog/57/key-elements-of-talent-management-system
The talent management system is the set of integrated solution that offers human resource professionals an application to maintain a company’s human capital. It helps the human resource department of the organization to simplify the hiring process and to retain the talent for the long run. The talent management system is built with an objective to track the employee performance and to enhance individual performances for the growth of the company.
It’s the most common excuse your people give you whenever you try and roll out a new talent initiative. No matter how many ways you show the benefits of regular 1:1 meetings, no matter how many goal-setting processes you roll out, no matter how many resources you provide on building development plans, one roadblock constantly stands in your way.
“This stuff takes up too much time.”
Whether you’re just starting, completing, or reevaluating your annual review cycle process, it’s probably becoming clear to you that an ongoing approach to performance management will make this “annual look back” a little less painful.
Wherever you are on your performance management journey, you won’t want to miss our comprehensive new series on “Unlocking High Performance.”
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.