Saturday, March 26, 2016

The CIO’s Digital Agenda #53: IT Talent Management Innovation (V)

Talent Management is throwing fresh challenges and calls for radical change to be embraced in the digital age.

People are always the most invaluable asset in businesses. “Hiring the right person with the right capability for the right position at the right time,” is the mantra of many forward-thinking organizations. The question is how would you define the right people? How do you define wrong, average, mediocre, good, great or extraordinary person? Or put simply, for what should they be right? From IT talent management perspective, are those skill gaps real, and how to close the gaps?

IT Talent Management Innovation (V)

  • CIOs as Talent Masters People are always the most invaluable asset in any organization, and having the right person in the right position at the right time is always one of the biggest challenges facing any business anywhere. This is particularly true for IT, due to the changing nature & complexity of technology and the abundance of information. Is IT skills gap fact or fiction? What differentiates high performance or high potential talented IT professionals from others? And how to manage IT talent, culture, and performance in a more cohesive way?

  • Three Characteristics of Digital Workforce Digital organizations are always on, interdependent and hyperconnected, people are always the most important asset in any organization before, today, and future. However, compared to a traditional industrial workforce, the digital workforce is a new breed -it's the super Connected generation with a multitude of varieties - multi-generations, multi-cultures, and multi-devices. More specifically, what are the new characteristics of the digital workforce??

  • CIOs as Talent Master: Three Aspects of Retooling Talent Management People are always the most important asset of the organization.The digital dynamic continues to evolve with increasing speed of change and rapid integration of the business across the globe. 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 is positioned to make a true impact on the bottom line with the shifts from managing the human resource to investing human capital.

  • Boomers, X, Y, and Z Generations Many company workforces spans three or even four generations—Baby Boomers, Generation X, and Y (Millennials) and Z: each with different leadership, communication, working, and learning styles, and their mindsets are shaped by the environment in which they grew up, the historical events they experienced, the technologies they played with at the certain era, the media they followed, or the particular challenges they overcome. Hence, each generation is defined by a set of stereotypes, and in fact, that different ages and worldviews learn differently and through different media and methods. So how can digital professionals belonging to different generations learn from each other to advocate the most advanced thinking, ideas, and viewpoint from a different perspective in order to lead their organizations, and fundamentally our society to the next level? How can they work together harmoniously by respecting what each brings, ideally, works for the overall goals of the company as well as fulfill their own career goal and purpose?

  • The Two Important Components of People Management People are always the most invaluable asset in businesses. People Management is both science and art; hard and soft. Talent Management and Performance Management are two important components in it: Talent Management (TM) focuses more on the people element of the organization; where Performance Management (PM) is more about the overall alignment of various organizational functions towards shared vision, mission, and objectives.

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