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Transformation of Talent Management

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The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.

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Transformation of Talent Management

  1. 1. • Data collected: February 2018 • Surveyed HR & talent professionals with budgetary influence • 40% were directors, VPs or C-Level executives, more than 50% of organizations had 1,000+ employees
  2. 2. Phone Research Career Pathing Succession Planning Learning and Development Leadership Development Analytics
  3. 3. Challenges Challenge 1: Talent Acquisition – The change management strategy involved with the hiring manager experience. Challenge 2: Learning and Development – Embrace new and emerging leadership competencies, including innovation, entrepreneurship, and marketing. Challenge 4: Analyze data that generates discovery, not bigger data. Challenge 5: Creating a formal, multi-generational career pathing strategy for each employee rather than employee generating one individually. Challenge 3: Succession Planning – creating a succession plan focused on long-term goals, hiring and retaining superior talent through knowledge, skills, and abilities development. Challenge 6: Lack of leadership development is the key driver of millennial job dissatisfaction.
  4. 4. When changing the company's talent acquisition strategy through technology, resistance to change on the part of hiring managers is caused by: Misunderstanding the need for change 22% Fear of the unknown 25% Lack of competence in the new method 30% Poor communication 16% Not being consulted 7% RESPONSES
  5. 5. Challenges Challenge 1: Talent Acquisition – The change management strategy involved with the hiring manager experience. Challenge 2: Learning and Development – Embrace new and emerging leadership competencies, including innovation, entrepreneurship, and marketing. Challenge 4: Analyze data that generates discovery, not bigger data. Challenge 5: Creating a formal, multi-generational career pathing strategy for each employee rather than employee generating one individually. Challenge 3: Succession Planning – creating a succession plan focused on long-term goals, hiring and retaining superior talent through knowledge, skills, and abilities development. Challenge 6: Lack of leadership development is the key driver of millennial job dissatisfaction.
  6. 6. While thinking about the generational shift taking place in the workforce right now, what new leadership competencies are emerging?
  7. 7. How is your company embracing and capitalizing on these emerging competencies?
  8. 8. Challenges Challenge 1: Talent Acquisition – The change management strategy involved with the hiring manager experience. Challenge 2: Learning and Development – Embrace new and emerging leadership competencies, including innovation, entrepreneurship, and marketing. Challenge 4: Analyze data that generates discovery, not bigger data. Challenge 5: Creating a formal, multi-generational career pathing strategy for each employee rather than employee generating one individually. Challenge 3: Succession Planning – creating a succession plan focused on long-term goals, hiring and retaining superior talent through knowledge, skills, and abilities development. Challenge 6: Lack of leadership development is the key driver of millennial job dissatisfaction.
  9. 9. Does your company have a formal succession planning strategy that focuses on long-term goals, hiring, and talent retention? Yes 50% No 50% RESPONSES Yes No
  10. 10. Challenges Challenge 1: Talent Acquisition – The change management strategy involved with the hiring manager experience. Challenge 2: Learning and Development – Embrace new and emerging leadership competencies, including innovation, entrepreneurship, and marketing. Challenge 4: Analyze data that generates discovery, not bigger data. Challenge 5: Creating a formal, multi-generational career pathing strategy for each employee rather than employee generating one individually. Challenge 3: Succession Planning – creating a succession plan focused on long-term goals, hiring and retaining superior talent through knowledge, skills, and abilities development. Challenge 6: Lack of leadership development is the key driver of millennial job dissatisfaction.
  11. 11. The Goldilock’s Zone Courtesy: NASA
  12. 12. In your opinion, is your company creating the appropriate amount of employee analytical data needed to generate discovery? Responses Too little data generation Enough data generation Too much data generation
  13. 13. Challenges Challenge 1: Talent Acquisition – The change management strategy involved with the hiring manager experience. Challenge 2: Learning and Development – Embrace new and emerging leadership competencies, including innovation, entrepreneurship, and marketing. Challenge 4: Analyze data that generates discovery, not bigger data. Challenge 5: Creating a formal, multi-generational career pathing strategy for each employee rather than employee generating one individually. Challenge 3: Succession Planning – creating a succession plan focused on long-term goals, hiring and retaining superior talent through knowledge, skills, and abilities development. Challenge 6: Lack of leadership development is the key driver of millennial job dissatisfaction.
  14. 14. Does your company employ a formal, multi-generational career pathing strategy? Responses Yes No
  15. 15. Challenges Challenge 1: Talent Acquisition – The change management strategy involved with the hiring manager experience. Challenge 2: Learning and Development – Embrace new and emerging leadership competencies, including innovation, entrepreneurship, and marketing. Challenge 4: Analyze data that generates discovery, not bigger data. Challenge 5: Creating a formal, multi-generational career pathing strategy for each employee rather than employee generating one individually. Challenge 3: Succession Planning – creating a succession plan focused on long-term goals, hiring and retaining superior talent through knowledge, skills, and abilities development. Challenge 6: Lack of leadership development is the key driver of millennial job dissatisfaction.
  16. 16. The Boomerang Principle: Inspire Lifetime Loyalty from Your Employees “Leaders provide direction, make decisions, and solve problems. Leadership is not the sole purview of those with seniority or rank. In our fast-moving, increasingly interdependent business environment, every company needs leaders at every level and in every seat.” Lee Caraher
  17. 17. Is your leadership development program multi-generational? Responses Yes No
  18. 18. • Report available in app • HR Tech Online North America
  19. 19. Thank You!

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