As you lead your organization's talent strategies in 2017, will you be an explorer or a follower?
What does it mean to be an extraordinary talent leader in today’s highly competitive environment? Does it require exploration and risk taking or should you be reserved and conservative in your decisions? It will definitely depend on your goals for the year ahead.
For companies facing immense pressures to find and retain great talent, the answer is clear: forget playing it safe, it’s time to forge ahead. You must explore ways to transform your workforce, discover new approaches to managing people and deliver innovation to your internal customers. If you can’t solve their resourcing challenges, they will look elsewhere to get the job done.
On the other hand, if your organization isn’t struggling with ongoing resourcing talent requirements, can readily acquire the skills it needs and can anticipate the needs of the business – congratulations, you’re perfectly executing a highly effective talent strategy. You probably don’t need to further demonstrate your value as a human capital leader. Your organization is clearly aware of your contributions.
The problem with this scenario is that I know very few organizations that have achieved this kind of “talent nirvana”. Most face difficulties acquiring and retaining some critical skills, whether they are drivers to deliver products, accountants to manage receivables, nurses to staff hospitals or engineers to develop new software. Increasing competition for these skills is a fact of life in many industries, and over the past few years it’s worsened to the point where C-suite leaders are taking notice.
So if you are like most companies with a clear goal of becoming more effective in delivering talent, you must make significant, if not drastic, changes. Start by achieving a firm grasp of what’s occurring in the market. When you have clarity on how workers are behaving, how exemplary employers are attracting their attention and how market innovations are connecting the two, your business is better positioned to stay ahead of these trends.
As thought leaders in the world of work, our goal is to share with human capital leaders thought-provoking insight. We’re excited to take a close look at the most impactful developments in our 2017 Talent Trends Report. In it, you will get a deep explanation of the top 10 trends to affect talent in 2017. Here’s a look at some of the burning issues ahead:
- Talent Mobilization. With the growth of gig work, the proliferation of technology and falling geographical barriers, organizations should reconsider how they access, win and manage talent.
- Robots in the breakroom. Robotics and automation are transforming the workplace and changing the way business gets done; companies need to find new skill sets to administer and maintain the digital workforce.
- Insight-driven organizations. With more market and business data being created every day, human capital leaders should invest in talent analytics to enhance the way they source, attract, engage and retain talent.
- The rise of the freelance economy. This development offers employers a cost-effective way to access a wide array of skills, but it also presents a challenge on how to effectively integrate independent workers with other permanent and contingent talent.
- HR Digitalization. Digital transformation continues to elevate the HR function to become more forward-thinking, agile & perceptive and enables HR to fulfill its role as a business partner.
Want to learn more about what these developments and more mean to your workforce? Don’t miss out on getting your own copy of the 2017 Talent Trends Report. It’s a great tool to help accelerate your talent strategies beyond the limits that previously held you back. Take the opportunity to take the lead in your field and make the move from follower to explorer.
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