Talent Management 2016 8 TRENDING CHALLENGES AND OPPORTUNITIES

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5 Challenging Trends

3 Practical Opportunities

“Life sets us challenges

to test our courage and

willingness to change.”

—Paulo Coelho, Brazilian Author

2016 certainly promises

to be a year of challenges.

Armed with the right

information and analytics,

forward-thinking talent

managers are discovering

opportunities to do

more with less in 2016.

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Human Resources Must Do More with LessIn 2014, U.S. HR departments budgeted $4.01 per employee

per day. Last year, that number fell to $3.76. 2016 looks

equally grim.1

HR funding is not keeping pace with employment growth. Thin

budgets will challenge creativity and resourcefulness as HR leaders

work to engage employees, uncover and develop talent, and juggle

administrative responsibilities.

Making the most of existing resources will be the

key to success in 2016. Many HR teams are turning

to their data to help them discover efficient avenues

for improvement. A talent analytics platform is one

helpful tool for connecting the right team members

to your existing training material.

CONFRONTING THE CHALLENGE

$4.01 $3.76

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Data-Blind Organizations Left GuessingUnfortunately, many HR teams lack the tools and insight needed to outperform

this year’s limited budgets. While most organizations gather information on

their employees, only 14% of organizations have the ability to analyze people

problems, determine the causes, and develop predictive models.2

The result? Surveys reveal that 16 out of 20 companies rely

on “gut feel,” not data, to make talent management decisions.3

“Companies desperately need data to figure out what makes people join, what makes people

stay, who is likely to be most successful, and what we can do to build more leadership, customer

service, and innovation in the team.”

—Josh Bersin, Principal and Founder, Bersin by Deloitte

CONFRONTING THE CHALLENGE

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Employee Engagement Remains StagnantAs researchers have demonstrated the bottom-line significance of

employee engagement, more and more companies have undergone

programs designed to measure and improve team buy-in.

Unfortunately, most companies aren’t seeing the desired results.

Employee engagement in the US has improved only 2%

since 2013.4

To move forward in this area, businesses must realize that many

“engagement tools” simply measure employee attitudes, and are

not designed to increase dedication and shared vision.

The companies that manage to raise the engagement bar are

those that find ways to demonstrate that they care about

their people and their development.

CONFRONTING THE CHALLENGE

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Looming Leadership Needs

HR teams will need to identify, engage, and train the

right talent for the job. A key initial step is to clarify the

attributes that exemplify potential leaders.

Learn more about identifying internal leadership potential

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CONFRONTING THE CHALLENGE

With Baby Boomers exiting their careers to enjoy the fruits of

retirement, a gap is growing near the top of organizations. In fact,

statistics show that 10,000 Americans are retiring every day5

—many from leadership and management positions.

Organizations looking to do more with less in 2016 cannot afford to

overlook internal leadership potential. Unfortunately, many

companies lack systems for uncovering hidden talent at an early

stage. Instead, most promote team members based only on

technical skill (which does not always indicate an ability to lead)

or pay a premium to hire outside leadership.

VIEW FULL INFOGRAPHIC

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Broadening Skills GapFilling leadership positions is only part of the challenge. Technology is changing

rapidly, and with it, the skills needed to be successful. Today’s business environment

requires proficiencies only dreamed about a decade ago—at just about every level

within an organization.

Talent managers who succeed in bridging the skills gap will

be those who connect the dots. Employees who need and

want to develop their career skills must be given access to

training and the opportunity to apply what they’ve learned.

Learn more about connecting the dots in L&D

CONFRONTING THE CHALLENGE

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In fact, researchers say that “60% of all new

jobs in the 21st century will require skills that

only 20% of the workforce possesses.”620%

VIEW FULL INFOGRAPHIC

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2016 promises many challenges. Organizations that

overcome them will be well positioned to benefit from

this year’s practical opportunities.

Read on to discover the trends that

will provide the greatest advantages for

Human Resources in 2016.

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Young Talent Eager to LeadThough they will require development, talented young employees are eager for more

responsibility. 91% of surveyed millennials responded that they aspire to lead, and many

are eager to experience more leadership development opportunities.7

91% aspire to lead

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Data Makes a DifferenceIn light of 2016’s complex and competitive talent management environment, it ’s no surprise that

organizations with robust analytic capabilities are surging ahead. Fueled by improved decision

making capabilities, data-driven organizations achieve 6% higher productivity and are 5%

more profitable.8

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Technology Empowers HR AnalysisFaced with tight budgets and a need for accurate insight, HR teams are turning to talent

analytics for answers. 80% of HR professionals believe that data analytics skills are

becoming more important.v

These teams realize that good data allows them to:

Support better, more predictive hiring

Identify the hidden talent within their company

Connect team members to the right training tools

Improve employee engagement

Reduce turnover by as much as 50%

80%

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can helpTalent Management in 2016 takes more than numbers and statistics—you need actionable

insight. That’s what the right talent analytics platform will deliver.

YouLab is built for today’s talent, delivering real value through an intuitive interface that

catalyzes interaction through immediate, practical feedback. The customized career development

insight available through YouLab gives your team a reason to engage, in turn giving you the

knowledge you need to leverage the power of your people.

Get the insight you need to find the hidden talent in your organization, direct the development of your team’s capabilities, and deploy your people effectively. Visit us at www.youlabonline.com or

SCHEDULE A FREE DEMO

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Sources: 1Calculated from Bloomberg BNA, HR Department Benchmarks and Analysis 2015-2016 http://www.bna.com/uploadedFiles/BNA_V2/HR/Products/Surveys_and_Reports/HR%20Department%20Benchmark%20and%20Analysis%202015-16_Execu-tive%20Summary.pdf

2Bersin by Deloitte (2016). Talent Analytics Maturity Model. https://www.linkedin.com/pulse/people-analytics-takes-off-ten-things-weve-learned-josh-bersin

3HCI and Oracle (2015). Insightful HR: Integrating Quality Data for Better Talent Decisions. http://www.oracle.com/us/products/ap-plications/human-capital-management /hci-insightful-hr-executive-report-2565528.pdf

4Crowley, M. (2015) Employee Engagement Isn't Getting Better And Gallup Shares The Surprising Reasons Why. https://www.linkedin.com/pulse/employee-engagement-isnt-getting-better-gallup-shares-mark-c-crowley?trkInfo=VSRPsearchId%3A2946539751453970072586%2CVSRPtargetId%3A6080088187659698177%2CVSRPcmpt%3Aprimary&trk=vsrp_influencer_con-tent_res_name

5Kessler, G. (2014). Do 10,000 baby boomers retire every day? The Washington Post. https://www.washingtonpost.com/news/fact-checker/wp/2014/07/24/do-10000-baby-boomers-retire-every-day/

6Craighead, C. and Ruamsoom, K. Forecasting a Supply Chain Talent “Perfect Storm.” Supply Chain 24/7. http://www.supply-chain247.com/article/forecasting_a_supply_chain_talent_perfect_storm

7WorkplaceTrends (2015). The Millennial Leadership Survey. https://workplacetrends.com/the-millennial-leadership-survey/

8Davenport, T. H., Harris, J. and Shapiro, J. (2010). I. Harvard Business Review, 88(10), 52-58.

9http://www.baselinemag.com/analytics-big-data/how-analytics-helps-companies-improve-talent-roi.html