the 10 rules of new talent strategy

the 10 rules of new talent strategy
While much has been written about differing leadership styles among the generations, our findings show many areas of agreement and a few key differences — particularly when it comes to views about flexible work, adaptability and technology. It makes sense that a different focus or perception may well originate from the different priorities or life experience of each cohort, as well as the broader business realities in their industry or country.

What is clear is each generation of leaders brings both common and unique values and skills to the table to address one of the most important issues for organisations right across Asia Pacific — creating and implementing a game-changing talent strategy.

Here's an insight into 10 new rules for the talent strategy game:

  1. Skilled talent shortages are expected to persist across the Asia Pacific — even in countries where growth is slowing — due to the restructuring of many economies and labour markets. 
  2. Organisations across the region need to make meaningful, inclusive workforce planning a priority to ensure their survival and success when it comes to attracting global and local talent. 
  3. Effective workforce planning in this decade means using a mix of enabling tools, systems and strategies to attract, develop and retain an increasingly mobile and skilled workforce. 
  4. The critical need for specialist professional and technical skills is driving organisations to consider outsourcing to experts in strategic planning, talent mapping and talent management.
  5. High-end recruitment process outsourcing (RPO) can provide access to niche, hard-to-find skills, improve recruitment efficiency, and increase workforce scalability and flexibility. 
  6. The Asia Pacific region faces nothing short of a leadership crisis — it’s time for organisations to re-think their approach to attracting and developing leadership talent.
  7. Organisations who need creative, adaptive leaders must find professionals with wide-ranging experience across multiple sectors or functions — who are confident with risk and uncertainty. 
  8. Talent analytics can help organisations understand the behavioural patterns and desires of top professionals enabling them to attract and retain them for the leadership pipeline.
  9. Start small when it comes to talent analytics — choose one human capital problem you need to address and determine how the employee data within your organisation can help you to solve it.
  10. Achieving measurable success on a key human capital challenge will help HR and business leaders build the case for greater investment in talent analytics and big data in the future. 
Posted: Saturday, 12 July 2014 - 3:28 PM