In decision making: Talent management will rely heavily on

In the last decade, talent management
has become not just a buzzword but also a critical part of most organization’s
human resources strategies. The demands placed today on the talent management
function are greater than ever before.  With the incredible rate of change
that we are experiencing today, technology has been a key driver of change and
will continue to influence work and play a very significant role in the
employee lifecycle in the future. And success in talent management will rely on
how to organizations make their people strategy be future proof, sustainable
and relevant.

 

Looking ahead, talent management will
be different in many ways:

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Redefinition of work: Companies will have to
rethink the employer – employee relationship in a way that the formal
hierarchical, commanding and controlling structures are redefined with
flexibility, autonomy and experience. The rising millennial workforce
generation is spurring a shift towards flexible work arrangements, variety
in work, anytime and anywhere working. Work is becoming informal with the
use of social platforms, internal messengers, personal devices to
collaborate and communicate with virtual teams from anywhere. Employees
value personalized experiences and the choice of balancing their personal
and professional lives. Thus, the traditional definition of work will need
to pave the way for organizations to adopt a more fluid approach towards
talent management and engagement.
People analytics and data will drive decision making:  Talent
management will rely heavily on analyzing the data, interpreting it and
making the right decisions to ensure the right acquisition, training,
development and retention of talent. The advent of machine learning and
artificial intelligence will foster smarter recruiting and talent
management practices. Whether it is about designing a work force strategy
or tailoring an experience or analyzing the traits of star performers or
making future recruiting decisions, talent management will be transformed
significantly.

 

Development and learning: Millennials see learning as an
investment. Broad learning skills are the key to
long-term, satisfying, productive careers and the ability to learn will be
the most sought-after skill in the future workforce. The modern employee’s
learning demand is evolving to be self-paced, customized and just-in-time. 
With machine learning and AI algorithms, learning systems will evolve to
offer learning through technologies based on behavioral science combined.
There will be with widespread adoption of mobile technologies and
science-based gamification of key activities in learning.

 

The future workforce is not too far
away, and there’s no doubt forward-thinking companies are already beginning to
address these issues now to prepare for a better future. In order to respond to
the changing employment landscape, talent management will be about
collaboration, upskilling, embracing new technologies and innovative
disruptions.

 

 

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