Randstad 2014 World of Work Talent Strategy Game Changers Series
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Transcript of Randstad 2014 World of Work Talent Strategy Game Changers Series
![Page 1: Randstad 2014 World of Work Talent Strategy Game Changers Series](https://reader035.fdocuments.us/reader035/viewer/2022081518/54871cccb4af9f910d8b52c5/html5/thumbnails/1.jpg)
Wednesday, February 26th
Peter Yu, General ManagerHong Kong
RandstadWorld of Work Report 2013/14the talent strategy game-changer series breakfast
![Page 2: Randstad 2014 World of Work Talent Strategy Game Changers Series](https://reader035.fdocuments.us/reader035/viewer/2022081518/54871cccb4af9f910d8b52c5/html5/thumbnails/2.jpg)
“We are not just witnessing
incremental shifts in the world of
work, but game-changing forces
that require fresh thinking and
new, innovative approaches to
building a sustainable talent strategy.”
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Game-changers
2
3
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Leadership will ignite to drive talent-strategy
The innovation economy will create demand for new skills
Talent will drive the engagement agenda
How work will evolve from a place to a collaborative process
![Page 4: Randstad 2014 World of Work Talent Strategy Game Changers Series](https://reader035.fdocuments.us/reader035/viewer/2022081518/54871cccb4af9f910d8b52c5/html5/thumbnails/4.jpg)
generational profile of leaders
14,500 across Asia Pacific
Males: 48% Female: 52%
respondents across the region
1946 - 1965
1966 - 1976
Born:
1977 - 1994
1995 - 2012
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what’s keeping talent leaders awake at
night?
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the single biggest human capital challenge in your organisation in the next 12 months
top human capital challenges
attraction
retention
workforce productivity
20%
19%
17%
2012
attraction
retention
workforce productivity
25%
22%
17%
2013
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talent attrition
job departure intentions in the next 12 months
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The new paradigm: planning for uncertainty
workforce planning lead-time
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talent analytics to improve the odds
Percentage of organisations who utilise workforce analytics as part of their talent strategy
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employers likely to outsource all or part of their talent strategy & recruitment process in the next five years
outsourcing the talent strategy
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talent attraction
how organisations rate their ability to attract top talent
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top three productivity challenges
Developing leadership skills for business growth
Filling critical vacancies
48%
38%
27% Lack of a multi-skilled workforce
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are organisations across the region doing enough to
make good leaders great?
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good leadership in short supply
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talent attrition
job departure intentions in the next 12 months
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level of job satisfaction
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retention
32%
Top five most significant factor influencing a change in job by employees
23%
15%
To advance your career
To earn more money/benefits
34%
30%
15% To have better work/life balance
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How organisations measure employee engagement and satisfaction 2012 vs 2013
employee engagement
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Is the option to work remotely part of your current employment arrangements?
How does the ability to work remotely impact your job satisfaction?
flexibility in demand
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how do you rate your orgnisation’s performance in creating flexible work options
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which of the following workspace innovations appeal to you?
re-defining the workspace
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1
Game-changers
2
3
4
Leadership will ignite to drive talent-strategy
The innovation economy will create demand for new skills
Talent will drive the engagement agenda
How work will evolve from a place to a collaborative process
![Page 23: Randstad 2014 World of Work Talent Strategy Game Changers Series](https://reader035.fdocuments.us/reader035/viewer/2022081518/54871cccb4af9f910d8b52c5/html5/thumbnails/23.jpg)
To download the e-version of the complete2013/14 Randstad World of Work Report: talent strategy series
please visit www.randstad.com.hk/wowr
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www.randstadaward.com.hk
is your employer brand a talent magnet?