Effective talent management is a key element for an organisation’s success. Acquiring and retaining talent through employee engagement strategies, leadership development, and training and learning schemes is crucial to creating a high performing workforce. To help in this pursuit, the European HR Summit has brought together insights from leading HR executives and commentators. In this report we reveal the key lessons learned on how to: • Motivate the next generation workforce • How to engage and retain your MVPs • Employee recognition trends you should be watching out for View the full 23 page report: http://bit.ly/1pkAx0y

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How to successfully develop your talent
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Contents
Executive Summary
Global Talent Management Trends
Next Generation Workforce 2020
How to Motivate Gen Y
Be Honest with High-Valued Executives. Their Job May Depend on it.
Stilettos or Work Boots? Selecting an Engagement Measurement Tool to
Fit your Organization’s Style
HR Strategy: How to engage and retain your MVPs
What employee recognition trends should you be watching out for?
The 6-Step “TALENT” Management Strategy for Developing Top Talent
Insights from the 2014 State of Shared Services Industry Report
Resources
About the European HR Summit
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3. “To win customers — and a bigger share of the marketplace —
companies must first win the hearts and minds of their employees.
If you are a business leader serious about implementing proven
engagement strategies for growth at your organisation, contact”
State of the Global Workplace Gallup Report
Effective talent management is a key element for an organisation’s success. Acquiring
and retaining talent through employee engagement strategies, leadership development,
and training and learning schemes is crucial to creating a high performing workforce.
To help in this pursuit, Human Resources IQ and the forthcoming European HR Summit
has brought together insights from leading HR executives and commentators. In this
report we reveal the key lessons learned on how to:
• Motivate the next generation workforce
• How to engage and retain your MVPs
• Employee recognition trends you should be watching out for
This report also includes insights from our sister portal the Shared Services & Outsourcing
Network, on the state of talent management in shared services and analysis of Gallup’s
The State of the Global Workplace: Employee Engagement Insights for Business Leaders
Worldwide report.
We hope you find this an interesting and informative read!
Best regards
The European HR Summit Team
www.europeanhrsummit.com
For more information:
Email: enquire@iqpc.co.uk
Phone: +44 (0) 207 036 1300
www.europeanhrsummit.com
ExecutiveSummary
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4. Kamila Dabrowska, Owner of Brains at Work
In order to create an organization that successfully motivates its employees to greater performance, you must
embrace the fact that you are or will be working with people of different ages. Life priorities, work preferences,
and adaptability to technology advancements are all potential points of difference between older and younger
generations. As an HR manager, you need to take the time to better understand the generational gaps to
effectively manage and motivate your employees. Each generation has distinctive characteristics, behavioral
traits, and value systems.
Key Takeaway: Generation Y employees may look for more informal and formal recognition from management.
Take steps in involve them more broadly in the company and keep their job role diverse. Offer tangible rewards
to your best Gen Y performers. Gen Yers want to work in a company with a balanced environment which adapts
and evolves in in a way that leads and inspires them to fulfill their ambitions. They want to be successful and
they expect the support necessary to reach their goals.
Gen Yers assume that work is one of the many sources of fulfilment, and happiness lies in the harmony and
balance between these different spheres. They expect organizations to be understanding and to adapt.
Work-life balance is key, although not in the traditional sense of “I work from 9-to-5 and then leave.” Most
Millennials do not consider normal work hours as the only time in which they can get the work done. In case of
an emergency or a family obligation, they expect to be able to leave the office. They are aware they will have to
complete all tasks that accumulate during their absence at a later date.
Millennials grew up with instant messaging and multitasking. They don’t subscribe to the old school phrase ‘no
news from the manager is good news.’ They need constant feedback on how they are doing and long for both
informal and formal recognition and rewards. Managers need to keep in mind that salaries don’t top Millennials
list of the most powerful motivators as has been the case for older generations. Generally speaking, Gen Y
would accept reasonable lower salaries if the organizational culture mirrors their values. Nonetheless, as an
HR manager, you need to be able to justify the offered salary, and compare it with the industry’s standards.
Discuss with your employees why they are being paid the way they are, and address any discrepancies from the
average.
It’s good to offer tangible rewards for the best performers, but don’t try to guess which gadgets or prizes they
find appealing. Instead, offer them the chance to select from a number of interesting and creative prize options.
They want to feel that their job is important and know how the assignment will affect their compensation, but
also how they contribute to the overall bottom line. Therefore, take steps to involve Gen Yers more broadly,
and make their job diverse and multifaceted. Most members of Gen Y value a clearly defined career path. HR
managers should specify what stage of the path they are in, what they need to do to get to the next level and
how long that will take.
Companies should offer Millennials prospect for continuous learning and financial support for their educational
advancement. Gen Yers appreciate opportunities to participate in soft skills trainings that encourage self-
development in the areas like effective communication, time management and teamwork and hard skills
training programs in foreign languages and computer skills. Also more one-on-one coaching and counselling by
managers with Generation Y employees may be very well received.
Millennials are most engaged in a pleasurable, energetic atmosphere. Look for ways to create social
opportunities as rewards for meeting objectives. Fun activities, team building trainings and events can help keep
morale high and actually build greater employee performance.
Gen Y employees can be a superb asset to your organization. Their energy can breathe life to projects, and their
fresh perspective will challenge the rusty way in which “things have always been done here” to help develop
new and better ways. HR Managers need to understand the new aspirations and adapt management style to
make it more sustainable and suited to the new generation entering into the labor market. HR managers will
need diligence and an attentive eye to keep these employees engaged and enthusiastic. So, instead of trying to
manage Gen Y, inspire them. Try to get the individual to be the best employee he or she can be in pursuit of the
organization’s shared dream.
www.europeanhrsummit.com
HowtoMotivateGenY
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5. • State of the Global Workplace – Gallup
• 2014 State of the Shared Services Industry Report
• SSON annual survey of its global membership identifies trends,
opportunities for growth and priorities for investment
• The Shared Services & Outsourcing Network (SSON)
• Human Resources IQ
www.europeanhrsummit.com
Resources
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6. Enabling HR through people, process & technology
to drive valuable business partnerships
22 - 24 September, 2014
Hilton London Canary Wharf, London , United Kingdom
Our 14th Annual European HR Summit returns as the region’s premier HR event to provide senior
executives across multiple HR disciplines with the opportunity to tackle their most pressing challenges.
Catering to diverse HR models, offering fresh industry perspectives and for the first time tackling Corporate
HR issues this year, register now to ensure you get access to industry-defining content, as well as
unparalleled networking opportunities this year.
Formoreinformation,andtosecureyourplaceattheEuropeanHRSummit,visitwww.europeanhrsummit.com|
Call+44(0)2073689737|Emailenquire@iqpc.co.ukh
Why attend?
Join this year’s event to dive deeper into the tactics, tools and strategies to achieve your most important HR objectives:
d Become a valued business partner: Discover your customer’s objectives and align strategy and tactics to
better meet their needs
d Harness technological advancements: Enable value creation and enhance process and people management
through the latest technology
d Refine delivery models: From traditional in-house models to cutting edge hybrid structures, define the best set up
for your HR function
d Access the first European HR Boardroom: An invitation only fast track for the most senior HR executives to
share free and frank discussion on a range of focus areas
d Get insight from HR Magazine’s 2014 ‘Most Influential’on your challenges:Get your questions answered by
industry influencers and HR experts live at the event
d Meet your mentor: 80% research and practioner led discussion. No pitching, no PowerPoints PLUS 20% more
interactive networking time than any other HR conference
Industry leading speakers include:
JoeConnor,
ChiefHROfficer,
RoyalMail
MohammadShoabBaig,
ChiefHROfficer,
Telenor
PatrickCoolen,
HRMetrics&AnalyticsDirector,
AnaABNAmro
UdoStauber,
DirectorHROrganizationDevelopment,
Processes&IT,MetroAG
PhilipDuck,
VPHROperations,
GSK
JoergSuerfeet,
VPHRTransformation,
DHL
StefanieBaron,
HRDirector,
SCAHYGIENEPRODUCTSSE
MicheleMartin-Taylor,
VPHRTransformationEurope,
DHL