Editor's note

Millennials were the topic of discussion till recently. From how to hire millennials to engage and retain them were on everyone’s agenda. Now, the focus is slightly shifted toward Gen Z, the latest generation, the tech savvy generation. Plans are on to chart out ways to attract this newly-minted grads.
 

Global organizational consulting firm, Korn Ferry, recently forecasted that by 2030, there will be a global shortage of 8.5 trillion workers. Many businesses are already feeling the pinch – especially those in information services sectors or traditional businesses undergoing digital transformation. However, there is hope. With Gen Z entering the workforce, things can take a new shape. If you can excite them about work, train them to fill in gaps in experience and adapt to their flexible style of working, you can build a workforce that can successfully execute on your objectives for today and adapt to drive advantage for your business tomorrow, says Tim Minahan in his article, Managing The Talent Crunch: A Generation Z Guide. 

Have you found yourself in a situation with a discouraged team? With the high rate of change and frequent re-use of the same workgroups, it’s not a surprise to find yourself leading a group that needs to be recharged and re-energized. It’s likely that it will happen multiple times in your career. To know how to fix this, read Daniel Stewart’s article, 3 Ways To Rally Down And Out Teams.

To create a culture of inclusion, we need a workforce that is empowered and skilled (top down, bottom up, and across) at having difficult conversations. This cannot simply be an “HR problem.” When we make it easier for employees to have tough conversations about bias and inclusion, we take steps to build a culture of respect, dialogue, learning, and growth. How do we know what works? Read Roi Ben-Yehuda’s article, Making Difficult Conversations About Bias Easier.

As you lead or manage a team or organization, there is a lot on your shoulders. You want to see success, increased performance and greater results. Along the way, it can be easy to lose sight of what really matters — people. So, how do you inspire your employees and stay on track? Terry Barber’s article shares some valuable insights.

This is not all, we have a bunch of other informative articles that will help you understand different viewpoints on integrated talent management processes today. Hope you enjoy reading all the articles and do get back to us with your valuable feedback/comments.

Cheers!