Article: The Talent Roadmap in the Future Of Work

Talent Management

The Talent Roadmap in the Future Of Work

As per Mercer Mettl report - 74% of organizations have indicated that Talent Acquisition continues to be a challenge for them.
The Talent Roadmap in the Future Of Work

Hiring the right talent today is the stepping stone for most organizations and instead of fitting people into their existing culture, organizations today are working on building a culture around and for their talent 

The world of work continues to change at speed, and advances in technology will continue to stretch what is possible. In light of these rapid changes, an agile culture remains a critical organizational competency. Yet agility alone doesn’t guarantee success

Inducting and retaining the right talent is now a journey for most organizations and they need to plan for the future well in advance – the future of the employee and the future of the workplace.

Amid the prediction of disruption lies confidence: Four out of five executives believe their company can lead disruption in their industry, and nearly all are taking action to prepare for the future of work. As organizations ready themselves, there are significant human capital risks — from the inability to close the skills gap to low engagement — that can slow the progress of transformation (Mercer’s Global Talent Trends 2019 (GTT)

With such demands for a fast paced, ever changing future has made organizations rethink their modus operandi for functioning and develop integrated people strategy which goes hand in hand with their business strategy and it all begins with hiring right.

So what are organizations doing to get this right?? Transformation 

As per Mercer Mettl report - 74% of organizations have indicated that Talent Acquisition continues to be a challenge for them. Basic cognitive and aptitude skills are increasingly getting commoditized and the focus verily is on higher-order cognitive, technical and behavioral indicators for ensuring the ‘right fit’. This is evident from the study where 39% of the organizations look at competency based structure interviews for hiring candidates, while a good 53% evaluate behavioral traits before making a hiring decision.

And especially Transformation of Talent Management

– As per Mercer’s GTT, 52% of the organizations are investing identifying gap between current and required skill supply and 43% are looking at redesigning jobs. 51% of the organizations are looking at developing a future focused people strategy. Evidently the future of workforce is being defined by workforce itself and organizations today are tailoring the opportunities to meet the requirements. “Organizations are striving to create a Skill path based on objective understanding of current skills, proficiency benchmarks and proximity to skills of the future”

What is the future of this beginning?

Human connect with trust and generosity for a purposeful experience 

Technology based - people led strategy is the future of workforce. Managing the right balance of technological intervention in keeping the employees engaged and motivated is becoming critical for the organization.

Hiring and retaining an employee today is not just about ‘doing it right’ – it’s becoming about ‘believing what is being done is right’. What is making an organization a good employer today are not the same parameters as before, it’s a blend of the traditional culture aligned with the technology of the future and with the employees believing in the future of the organization..

Organizations today need to build ambassadors of brand, the brand that employee help build based on his/ her experience – experience of joining the dots between the organization today and the technology driven organization of tomorrow; the workplace – with the right tools and infrastructure to weed out distractions – especially during disruption.

Accepting the impact of change on people and working with them to help them believe in the vision of the organization is what will create a sustainable future – for the employee and the employer.

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Topics: Talent Management, #GuestArticle

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