Talent Management is and should be the agent of change.
Digital business ecosystem is still evolving. The digital dynamic continues to evolve with increasing speed of change and rapid integration of business across the globe. Technology is the catalyzer of digital transformation, but people are at the center of change. Which role should talent management play in such emerging digital business ecosystem, how to shift from “Human Resource Management” to “Human Capital Investment,” and what kind of challenges it needs to overcome in order to lead change more proactively?
Digital business ecosystem is still evolving. The digital dynamic continues to evolve with increasing speed of change and rapid integration of business across the globe. Technology is the catalyzer of digital transformation, but people are at the center of change. Which role should talent management play in such emerging digital business ecosystem, how to shift from “Human Resource Management” to “Human Capital Investment,” and what kind of challenges it needs to overcome in order to lead change more proactively?
Talent Management should never just play a supportive role! For the time being, the Talent Management profession is not yet the champion of change, but rather the champion of conservation. Talent Management should determine its orientation more specifically in the forthcoming era. Is it business management oriented or "people" oriented? By finding the sincere answer, it will more clearly define the goals of this profession and there will be no more need to doubt about the new business settings. Talent Management, supposed experts of Human Capital, should play a leading role, but, until today, it still plays an administration role. Talent Management professionals are trained to be sensitive towards the integration of human needs with that of the operational needs of a highly insensitive corporate environment. Motivational aspects in the sometimes "Clinical Corporate Environment" had become a complex matter that leaves room for lots of research and mindset change…
Talent Management is throwing fresh challenges and calls for radical change to be embraced. Talent Management has adapted to the changing workforce in the changing workplace and added additional best of breed talent and engagement systems to their existing core. Talent Management, Payroll, Time systems creating Talent Management's own ecosystem. Adding employee performance data from business systems completes the 'dataset.' Now, Talent Management is still constrained trying to get insights from this ecosystem. However, the latest analytics systems collating all the data into one place, and searching it for insights, will really allow Talent Management to be proactive with the business manager and leader and play a wider role in the overall business ecosystem. many companies are still struggling with creating the right environment.
Talent Management is positioned to make a true impact on the bottom line with the shifts from managing the human resource to investing human capital. Based on the interaction and feedback from this group, many Talent Management professionals have already risen to the occasion. There is nothing to be scary about the evolving trends in any field of knowledge. The newer thoughts, newer trends, newer knowledge are all that captivates learners with new curiosities to learn and quickly absorb and adopt so that it becomes easy for the coming generation to adjust to the needs of the changes necessitated with the evolving new thinking and trends.
Talent Management is and should be the agent of change: They need to be involved in all steps of change. Talent Management continually needs to show their value. Showing your value will show upper management and others in the organization that you are needed in-house. Talent Management cannot be an exception to any such change. The organizational process is slowly undergoing changes with the elapsing times. The reporting patterns, the communication channel, the scalar chains have already registered unnoticed changes with the creeping in of team-oriented working culture. The goals are narrowly subdivided within the groups to make achieving of bigger goals possible.Talent Management cannot afford to stay aloof in such fast-changing pace of the trends. If it has to remain always relevant, it has to keep pace with changing knowledge, changing trends, changing approaches. This makes the talent management assignments more interesting and challenging and minds engrossing too.
Collaboration is the key to leadership success. Collaboration to resolve company’s biggest issues. Collaboration to address key challenges. Collaboration to support personal growth. Managers will be able to quickly learn and build on the idealization work of others. There are a few challenges such as scalability and sustainability of the ecosystem. How to create impact and sustainable business model with the real-time service integration? How to choose the system that offers seamless and fast connectivity, open platform architecture, secure and transparent operations.
Talent Management will have to change itself and adapt while all the time projecting absolute alignment with the top management, in order to make the digital transformation more seamlessly. With decades of almost constant cultural and technological evolution, it's rewarding to see how today's delivery methods for employee learning and performance/support programs now better serve the participant, while still meeting the business constraints to ensure cost-effectiveness and feasibility.
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