Leadership
HR leaders talent agenda for 2016
People Matters asks business and HR leaders to share their talent agenda for the next year, the talent ‘big rocks’ that they will look at accomplishing and their biggest priority in planned talent initiatives
Technological advancements, capability gaps, shifting demographics. This is where the businesses operate today. And the only thing that provides competitive advantage to any business is the‘talent’ it acquires, manages and retains.
Talent seems to occupy the business agenda for all organizations in 2016. And the connotations of the term ‘talent’ have gone beyond the nomenclature. The meaning of the term‘Talent’ has metamorphosedinto something very different. And as the pace of change accelerates in organizations – acquiring, retaining, developing and engaging talent is strategically critical. It is stipulated that millennials will comprise 75 percent of the global workforce by 2025, and with millennials entering the workforce ecosystem that rapidly, the need for organizations is to enable a novel work order that facilitates new ways of attracting, managing and retaining talent. The traditional, siloed approaches to talent acquisition and retention do not work anymore. And it has become all the more imperative for organizations to generate new thinking and strategies for talent and future workforce to amplify the overall growth of the organization.
“Talent Management today is not just about getting the right talent; it is more about the long-term impact of the talent you hire” according to Jacob Jacob, Chief People Officer, Apollo Hospitals Enterprises Ltd. Whether its leadership development or establishing a facilitating organizational culture or strategizing R&R initiatives, organizations are leaving no stone unturned to manage their talent.
And with ‘social’ being the new norm and thetalent market getting digital and social savvy, “the ability to connect and amplify both the company’s message and employer brand across multiple social media by making content available, relevant and engaging” is all the more indispensible for organizations, according to Raj Raghavan, Country HR Leader, Amazon India. Today, the new talent depends heavily on social media for everything and anything – from applying to jobs, to perceiving the employer and how an organization’s brand comes across. Enabling“candidates to browse and apply online, especially via mobile devices is essential as young people are going to dominate the future workforce and they have high digital expectations, including being able to browse jobs without registering; being able to easily and quickly apply; and being able to apply for jobs via mobiles” is a priority.Along with this, smarter hiring, involving technology-enabled platforms and more psychometric anchored evaluations, will help us get more efficient and more predictable according to PrabirJha, Global Chief People Officer, Cipla Ltd.
The new age talent mantra includes trends likecreating mentorship through co-leadership, accommodating different communication and learning styles and offering flexible working hours. And in all the turbulence of a VUCA world, the priority will be to keep the talent together. And in doing this, communicating with them, offering a reward and recognition mix that will be relevant to the demographic segments and reinforcing a culture of trust and respect will be relevant.
Read HR leaders talent agendas for 2016
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