Sat. May 25th, 2024

A study by Gartner says that building the leadership bench is a priority for 60% of HR leaders and for 78% of talent management leaders.  But let’s face It ¾ Building leadership is easier said than done. Especially when so many intangibles come with it. But defining the difficulty is a step ahead in solving it. The infographic “talent essentials and enablers define the traits that are necessary for leaders. The infographic also outlines top human capital risks that talent managers are likely to face this year and top strategies to engage talent at work.

What Talent Management Professionals Seek in A Successful Candidate:

While earlier recruitment’s sole focus was skills and experience, today it has extended to a wide array of essentials. These wary from organization to organization and profile to profile. However, few traits are needed in most of these roles, especially when it comes to roles that need leadership. Talent management leaders seek six essentials traits in a leader. These include:

  • A potential for higher level.
  • Necessary technical skills.
  • Learning agility
  • Personality and motivation aligned to business challenges
  • Fit within the organizational culture.
  • Relevant experience in a similar role.

Top Human Capital Risks in 2019 Talent Managers Should Know:

Thin leadership pipeline is a concern for 38% of talent management professionals. Other concerns include: Excessive time to fill open positions (52%), low or declining employee engagement (43%), inadequate diversity (40%), ineffective hiring decisions (35%), lagging productivity (31%) and slow decision making (30%).

Talent Managers: What Helps Employees Thrive at Work?

Employee preferences vary across countries. However, few preferences apply regardless of geographical locations. These address basic human needs and include:

  • Ability to manage work/life balance.
  • Recognition of contribution.
  • Opportunities to learn new skills and technologies.
  • A fun work environment.
  • Working on meaningful projects
  • Feeling a sense of belonging.
  • Being empowered to make decisions.
  • Leaders who set clear direction.

Global talent managers can use these preferences to attract the right talent.

Wrap Up:

Challenges don’t seem to lessen any soon for talent managers. Disruptive technologies have thinned the employee pool and demand for talent in many new domains far exceeds its supply. Talent managers need to speed up and improvise their hiring process. There are no two thoughts about it. But, the one question that they need to answer is how they are going to achieve the same. Efforts are ongoing but we are yet to arrive at that perfect solution. Many organizations are employing AI for talent screening and recruitment. Many others are working on their processes. Those who have understood the benefits of employee engagement have devised policies that help in retaining employees and curtail the need to recruit many new ones.

Building right leadership can go a long way. “To Develop Leadership Skills, Talent Managers should facilitate its Practice in a Low-Risk Environment” – HBR.  Working on systems and processes is one approach and another could be improving skills of the existing employees. Talent management certifications establish the benchmark for the right fit. Work with employees on their personal goals and become a next gen talent management professional now!

By admin

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