The workplace is ever changing, and ways of managing talent have to adapt in order to keep up with innovations and changes.
Currently, the instant dissemination of information, the ability to work from anywhere and globalisation are some of the most important trends impacting organisations and their employees.
As individuals are no longer restricted by geographical boundaries to find employment, they are no longer as loyal to organisations.
Furthermore, new generations of employees, specifically, millennials, are more interested in the freedom to make their own choices and a more flexible work/life schedule than baby boomers were.
As such, there are certain talent management trends that will shape the future, such as:
The very first determinant of a successful employer/ employee relationship is the recruitment process.
Having the ability to better screen applicants saves the company both time and money in training personnel that is not right for the team.
One of the newest innovations that has reshaped the recruitment process is data and people analytics.
Recruiters and managers no longer have to rely on their gut to make decisions about a person, or trust CVs, which are not always honest.
Data and people analytics allows recruiters to provide tests to evaluate candidates’ hard and soft skills; gauging their knowledge in the industry as well as personality traits to determine whether they would make a good fit to the team.
Another important talent management trend is giving employees the freedom to create their own schedules.
Although this is not ideal for every company, individuals around the world are demanding more of a say in constructing their day and prioritising their personal and professional responsibilities.
Some simply want to start working later to avoid the morning commute, while others want the opportunity to take their children to school.
Some may want a gap in the afternoon to rest or run personal errands, while others simply work better in the evening or night than early morning.
A flexible schedule is one of the biggest perks valued by employees and has been often voted more important than financial compensation.
Fluidity In The Organisation
Formal hierarchies are quickly becoming a thing of the past as employees don’t want to be restricted to their positions.
The days of managers being privy to certain information and making decisions for the rest of the team are pretty much gone.
Employees want to continuously learn and be important members of their organisation.
As such, companies are nixing hierarchies and embracing a more fluid approach to talent management.
Many of the leading firms form small teams that lead different projects, switching to different teams and projects when they are completed.
This allows all of the members of the company to work with each other, developing new skills and improving team work.
Head of Training and Development