Most CEOs and CHROs would agree that talent management is a top priority for the coming year. To help organizations succeed in making talent management a priority for today and the future, here are some of the top trends for 2018.
Individual vs. Standard
One of the most important trends in Human Resources is individualization. Just as the individual approach is becoming common in consumer marketing, it’s growing increasingly important for organizations to offer workers similar experiences to what they have as consumers. By knowing people’s capabilities, their wishes and the direction in which they want to develop, it’s possible to offer a tailored individual approach to talent management.
Internal vs. External
Talent is no longer just sitting within the walls of the organization working for an organization as a full-time employee. Talent is everywhere, and it’s important to focus on, develop, and retain all parts of the talent pool, not just the one on the payroll.
Many HR practices, including talent management, is very focused on the individual. However, teams are a major building block in an organization and its important to develop and strengthen talent teams.
Performance consulting is a way of developing talent, by giving regular and granular feedback based on real performance. In order to retain top talent and develop talent from all levels of the organization, providing guidance on how to improve performance is vital.
There’s a popular hashtag on twitter, #myfirstday, where people post photos of their first day on the job. People increasingly want to share experiences, and the more they share positive experiences on social platforms, the better it is for the employer brand.
Some experts now say that planning and control is overrated, especially since talent management programs cost a lot of money and often do not deliver on high expectations. Many talent management consultants are now advocating a “go with the flow” approach where initiatives are started without corporate involvement. The goal of the corporate team is to stimulate initiatives and not force them to a global approach.
Talent analytics is vital to all aspects of talent management to increase efficiencies, improve productivity, and realize cost effectiveness. Questions that talent management executives should be asking include: Can we keep track of the capabilities of our people? Can we quickly make a match between an urgent opportunity and available talent? Can we track the engagement of key players real time?