Talent Management Predictions 2014 (Forbes)

by | Feb 28, 2014

Talent Management Predictions 2014 (Forbes)

Brilliant Article on Talent Management Predictions from Forbes 2014 click here to access the full article.

What is great about this article, which you should read in full using the link above, is that it focuses our HR mind on the bigger picture and highlights how we can so easily be left behind if we ignore it.

Recently I met a director that said to me:

 

“The problem with talent is that it raises expectations that the business can not fulfill and we are left managing the fall out”, to which I replied

“I believe the expectation was there already but, either way, the real question becomes not how you manage it, but how you utilise it”

As a manager, director or HR professional we need to look at the talent agenda with fresh eyes, turning the problem on its head instead of trying to avoid the conversation. Talent management enables a manager or leader to identify, explore and mobilise a key resource as an asset in the business, not as an obstacle.

From the Forbes article Ive summarised John Bersin’s 10 prediction headings below:

1. Talent, skills, and capability needs become global.

2. Integrated capability Development Replaces Training.

3. Redesign of Performance Management Accelerates.

4. Redefine engagement: Focus on Passion and the Holistic Work Environment.

5. Take Talent Mobility and Career Development Seriously.

6. Redesign and Reskill the HR Function.

7. Reinvent and Expand Focus on Talent Acquisition.

8. Continued Explosive Growth in HR Technology and Content Markets.

9. Talent Analytics Comes to Front of the Stage.

10. Innovation Comes to HR. The New Bold, CHRO.

These talent management predictions place a huge expectation on HR, Learning and OD to re-think the strategies around globalising their outlook, capability based development, changing performance management strategies, redefining engagement, improving analytics and data driven decision making and improving overall talent flexibility. This is a big ask and one that needs careful consideration and support.

Where to start?

1 – Get some space. Our best advice is to firstly clear some space to consider the implications. It is still early in 2014 but we are approaching Q2 very quickly and before you know it we will be half way through the calendar year. Set out your stall and consider that 80% of you time is day to day but about 20% should be on the long term vision, and with these predictions creeping into mid term vision you should already be on them!

2 – Simple filter down to 3 or 4 approaches. Take the top elements that could make a real impact in your business and just consider them. Ignore the rest, you wont have time to do them anyway. Get some team feedback, who is on CIPD, what trends or reports are coming from them. What technology is available right now?

3 – Do a bit of research. What are the emerging thoughts or trends? Who can you ask for support? What is the appetite for change in the workplace? Dig a little, coffee conversations, off the record operational concerns. Understand your resources, would a budget be available for a project on one of these. Does the business see the value in investing in talent and if not, why not?

4 – Pick the big ticket item. You are now in a position to drive one of these forward. You know which is the best, what support you have, and how you are going to resource it. Assign the team, get a schedule and get cracking!

We all know that the top 100 companies are all over all these predictions, but for the rest of us 1 is a start.

Further reading on performance and bell curve distribution, again on Forbes, click here.

Martin Knowles

Martin Knowles

Director

About the author

Martin Knowles has worked in a variety of sectors in Learning and Development roles and Contracts for nearly 20 years (DSGi, PCWorld, Capital One, Linklaters, Veolia, Severn Trent, Rolls-Royce, Diageo, Selfridges). He has authored content, books and articles for managers and aspiring leaders, published work in multiple media and won awards for Best Training and Development in Europe.

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