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The world of HR seems to be changing at a rapid pace. With emerging technologies like Artificial Intelligence and data automation redefining the ways how businesses manage and engage their workforce, talent management is always high on the HR list.
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In November last year, I had a discussion with a team of HR professionals of Deutsche Telekom, about the future of talent management. In this conversation, we covered the following important talent management trends.
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Employees today need to buy in to what your company is selling. If they don’t buy in, they will leave. If they leave your company, out walks your company’s institutional knowledge. And when your talent moves on, you’ve just disrupted the dynamic of your team.
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Have you ever struggled to hire the right people? Do most of the people you interview seem like a questionable fit at your company? It might be a symptom of not using your employer brand to your best advantage.
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Articles about today’s talent shortage seem to be popping up everywhere, which is not surprising when unemployment in the U.S. is at its lowest since 19691. A recent Wall Street Journal article highlighted the lengths some employers will go to fill their open positions.
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In today’s increasingly competitive labor market, it is critical for employees to differentiate themselves from the competition. To stand out in an interview, employees must be able to demonstrate a strong personal brand that’s visible both in-person and online.
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According to Gallup’s recent State of the American Workplace Report, “only one-third of U.S. employees are engaged in their work and workplace. And only about one in five say their performance is managed in a way that motivates them to do outstanding work.”
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Artificial intelligence is sweeping through the business world and prepared to leave behind anyone who’s not ready to get on board. In 2017, 68 percent of business leaders implemented AI solutions within their organizations, and experts predict this number to skyrocket in the coming years.
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Most of us spend 40 to 50 hours or more each week at work. In the Knowledge Economy, since much of the work we do is of a digital nature, work and other elements of our daily lives tend to converge.
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