The State of Talent Management 2014

Talent Management 2014 Challenges

• Complex regulatory environment

• Unpredictable financial market

• Diverse and distributed workforce

• Problem in sourcing and attracting new skilled talent

• Retain and engaging existing workforce

• Integrated HR Technology

• Accurate accessible data

• Securing a strategic business role for HR

The State of Technology and HR

• Functions only partially automated and integrated

• Disruptive HR technologies

• A goldmine of data but need better access

• Only 27% can access HR data through mobile technologies

• 57% are incorporating social technology into their HR strategy in 2014.

Top Insights: technology and HR

What Happens when HR functions are not integrated?

59% say

“Lack of consistent workflow,

processes, data and analytics are

the biggest problem that

result.”

The State of Talent acquisition

RECRUITMENT IS A TOP HR CHALLENGE, ENGAGEMENT IS A

CONCERN

28% professionals reported recruiting as their big concern

53% professionals said that creating an attractive organisational culture to engage employee is a top

source of concern alongside with recruiting the right candidate for the

company (51%) !

Top Insights: Talent Acquisition

• Professionals perceive a distinct challenge in attracting top millenials talent as baby boomers retire

• Creating culture that attract and engage

• Recruiters adopt new technology faster

Top Insights: Talent Acquisition

Recruitment from the Other Side Of The Desk

Different generations have different value when considering an employer

Millennials !Flexible work arrangements Passionate, engaged workforce !Generation X!Work life balance Opportunities for professional development !Baby Boomers !Good benefit, recognition, reward for achievement !!

Pet Peeves: Was My Application Lost In Cyberspace?

The way candidates are treated

during the recruitment process

leaves a lasting impression, and their opinions resonate

long after a position has been filled. Poor practices can

damage your employment brand.

• Companies unresponsive to resumes or applications!!• No follow-up after the interview!!• Difficult or lengthy application process!!• Poor interviewing technique, unprofessional

interviewers!!• Disconnected sourcing and recruiting processes!!• Interviewers frustrated by a parade of unqualified

candidates!!!

The State of Compliance 2014 is the year companies face

significant challenges in compliance and workplace

reporting

• 63% professionals are concerned about staying up to-date with evolving compliance law and regulations

• 47% professionals are concerned with ensuring healthy and safety training and having the data readily for compliance reporting

Top Insights: Compliance Racing to Keep Up, But Not Fully Automated

1.  Staying Current with evolving compliance laws and regulations

2.  Ensuring that employees have appropriate training to avert lawsuits and risks

3.  Having the data readily available for compliance reporting

1.  Partially-automated 2.  Paper-Based 3.  Fully automated but

compliance is NOT integrated with talent management

4.  Fully integrated

The State of Performance and Learning

The Missing Link: Performance and Learning Only 8% Have an Integrated Performance and Learning System

• 61% companies indicated to make recommendations to employee on “how they can develop themselves”

• 36% companies assign activities to employee’s development plan as part of the process

• 13% companies map out a career path for its employees

Results of Learning and Performance Automation

Top Insights: Learning and Performance

Top 3 Achieved Learning Top 3 Achieved Performance

The State of Employee Engagement

Organisations tend to look employee engagement as “one off”

54% of companies do not have explicit employee engagement program

Companies harbour good intentions for engagement, but many are giving it lip service

Engagement programs lack strategic planning and

consistency

Top Insights: Employee Engagement

• Engagement programs are not explicit

• HR professionals cannot do it alone

• The C- suite need to be fired up about it

• More frequent measurement with overall strategy

Companies will do a better job of engaging employees if their leaders are truly engaged.!

Executives who are not wholly committed to employee engagement are missing the opportunity to unlock

the creativity and energy of the workforce.

Disengagement cost money: actively disengaged employee - the least

productive- cost UK economy up to £340 billion per year lost in

productivity. (Hay Group)

Want more?Get the full complimentary report:The State of

Talent Management 2014!!

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