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6 Talent management trends to kick off 2019

Talent management is reshaping the workplace, the workforce, and – well – work itself! Engagement, retention, and culture are no longer mere buzzwords; talent management is now a significant domain that requires special focus and a redesign of traditional organizational models. The new work environment requires massive changes in how we look at careers and internal mobility, how job descriptions are created, and how goals are set and employees rewarded.

There are a number of trends that have been seen in the talent management industry in 2019. The significant ones are described below:

  • You must have a strategy for managing talent: There is a huge amount of information, opportunities and initiatives that organizations have to navigate today, and a talent management strategy is needed more than ever. Organizations with a well-defined strategy in place clearly outperform those without one; yet, most are yet to incorporate it into their talent management process. Now, more than ever, is a good time.
  • People practices are converging: Increasingly, organizations are showing a convergence between different practices in talent management, such as – for instance – in learning and performance management. If not within themselves, organizations are bringing about this convergence by acquisitions too, with vendors now collaborating to buildinnovative visions of what it means to manage and enable talent. This trend is only going to get stronger as we move ahead, and the emphasis will soon encompass getting business results from such convergence.
  • A new vision for the HR organizational structure is imperative:The HR structure of modern organizations needs to evolve. The talent management process must get HR closer to the respective business units, in order to be able to serve their needs better and make strategic decisions closer to them. Learning needs must be closely interlinked to the process, and a good talent management program can serve as a great tool to give you the direction you need.
  • Diversity and inclusion (D&I) are core to HR: The talent management industry can now scarcely afford to leave out the values of diversity and inclusion at the workplace. Gender has become a major focus of D&I efforts, with gender being a diversity characteristic that is the same across all cultures as well as allowing a positive impact on 50% of the population. The legal aspects of D&I also merit due attention, with the increasing awareness bringing about more discussion. And power dynamics are always in the mix, especially when it comes to women’s inclusion: pay equity and promotion for women have been addressed to a large extent, but addressing the power dynamics involved in a systemic women’s inclusion needs effort.
  • People data is critical: The opportunities in this field are huge, with much progress being made in recent years. Talent management programs can help to understand how to drive innovation using organizational network analysis (ONA) i.e. using statistical and graphic models to study communication and socio-technical networks within an organization.
  • Value the voice: No longer can an organization do without listening to the voice of employees. There is a visible improvement on this front, but a lot more needs to be done, especially when it comes to enabling the workers contributing the insights to do something with the information gathered, such as suggesting changes needed and working on seeing them through to actual implementation.
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