This document discusses strategies for improving the employee experience through talent management. It identifies the main challenges companies face as talent recruitment, retention, and management. It recommends that companies transform their HR function by promoting an emotional culture and creativity, developing leadership, leveraging new technologies, extending relationships with talent, promoting diversity and inclusion, and developing the adaptive capacity of human capital. Specific strategies include encouraging an emotional culture, unleashing creativity, updating the role of the HR leader, and developing digital leadership.

1. TALENT MANAGEMENT
8KEYS TO
A BETTER
EMPLOYEE
EXPERIENCE

2. TALENT MANAGEMENT
What are the main challenges facing
companies today?
cite talent (including talent recruitment,
retention, commitment, development
and management).
28%

3. TALENT MANAGEMENT
point to digital transformation and
managing the change that goes
along with it.
20%

4. TALENT MANAGEMENT
Whatmeasuresaremost
commonlyusedto
respondtothem?
Adjust the compensation and benefits program: 15%
Invest in innovation: 11%
Promote training plans: 10%
Implement a strategic digitalization plan: 10%

5. TALENT MANAGEMENT
Transformation of the
HR function
To successfully compete for the best talent and
human capital, companies must improve the
"employee experience" through a series of
measures that fall into three main areas:
Promoting an emotional
culture and creativity
Leadership development

6. TALENT MANAGEMENT
TRANSFORMATION OF THE HR FUNCTION
Move HR from a fixed format to one that can adapt to
the changing needs of the business. This requires
flexible practices for managing people and a familiarity
with their resources and abilities.
Develop the adaptive
capacity of human capital
1

7. TALENT MANAGEMENT
In addition to reducing costs and improving decision-
making by identifying the practices and models that
create the most value, people analytics tools can also
enhance the employee experience via personalization.
Leverage new
technologies
2
TRANSFORMATION OF THE HR FUNCTION

8. TALENT MANAGEMENT
3
Extend relationships
with talent
Create networks of current and
ex-employees to maintain contact
over time. This expanded network can be useful for
future collaborations or as a source of information.
TRANSFORMATION OF THE HR FUNCTION

9. TALENT MANAGEMENT
Diversity must be accompanied by an inclusive culture,
with a friendly work environment and equal opportunities
for all. Mixed teams and transparency in promotion and
compensation are also ways to encourage inclusion.
4
Promote diversity and
inclusion
TRANSFORMATION OF THE HR FUNCTION

10. 5
TALENT MANAGEMENT
PROMOTING AN EMOTIONAL CULTURE AND CREATIVITY
Encourage an
emotional culture
An organizational culture that
emphasizes compassion and
kindness not only boosts productivity,
it also improves the employee experience.

11. TALENT MANAGEMENT
Employees must feel that they can
take risks without fear of failure.
To achieve this, it is essential to
foster a creative, integrative and
collaborative culture.
Unleash creativity
6
PROMOTING AN EMOTIONAL CULTURE AND CREATIVITY

12. 7
TALENT MANAGEMENT
LEADERSHIP DEVELOPMENT
Update the role of
the HR leader
Given the growing flexibility in professional
careers today, the role of the HR leader
increasingly resembles that of a mentor who
advises employees on their career paths.

13. 8
TALENT MANAGEMENT
Digital leaders understand how new decision-making
tools can help them lead people. They also turn to
technology to listen to their employees and respond
to their requests effectively.
Develop digital
leadership
LEADERSHIP DEVELOPMENT

14. More information is available in the
2018 study on strategic agility through
human capital, by IESE's Marta Elvira
and Paula Apascaritei.
Visit ieseinsight.com