Global organizations should develop their customized talent management practices for rejuvenating creative energy, inspiring change, building unique competency and unleashing collective potential.
Talent analytics and workforce intelligence are trendy, the implementation should be evaluated and fitted around the corporate culture. Using a blended, integrated approach with a selected set of data-driven workforce tools and analytics will eventually provide competitive advantages for building long-term organizational success.
Develop a vision and path for global workforce analytics: The world becomes more hyper-connected and interdependent, there are business leaders and professionals from the twentieth century whose profiles are very, very different from what is required for professionals now in a hyperconnected and interdependent global world. Creativity becomes one of the most needed professional qualities, critical thinking is an important skill in making sound judgment. The shortage of global leaders or personnel with necessary skills is the reality. Talent management at the globe scope can only be achieved via innovative leadership, integrated process, creative & self-driven employees.
In practice, to dig through the root cause of global talent shortage, talent managers should ponder: What do you mean by skill gap in the context of your global organization? And, what, if any internal/external planning and actions are, and have been taken to address that? Does your organization take advantage of the latest technologies such as social analytics in talent hiring & retention? The application to integrate talent has been deployed in most companies, but not used to its potential. Data-driven global workforce planning & analysis will bring business management together across the organization to share their experience and insight wherever there is a gap in the system in order to improve global talent management effectiveness.
Engage global workforce planning & deployment & development based on performance & potential to develop global talent competency: Data-driven talent management will definitely bring together leaders across the organization to share their experience and insight wherever there is a gap in the global talent management system and help to streamline talent management processes, identify the root cause and give practical guidance for improving people management agility. The organization should demonstrate digital consciousness, leverage and optimize these talent related analytics/insights to make critical decisions in human capital investment, performance management, and potential development.
Global perspective is important in a more hyper-connected and globally distributed world as it deepens a holistic understanding of circumstances. It is very important to build a culture of growth, in terms of career path and analytics based talent management that can help in multiple dimensions of potential development. Whatever workforce management programs you run need to be smoothly aligned with the business’s strategic goals, set a directional guide for developing global talent, gain empathy, and maximize collective potential.
Doing social talent analysis to develop a global talent pipeline, improve collaborative innovation: Compared to the industrial age with static knowledge and workforce, today’s organizations are diverse and dynamic. Thus, traditional talent management practices could be outdated to a certain degree. Sourcing, recruiting and competing for worldwide talent is part of global business reality. The traditional talent pipeline is not sufficient enough to select heterogeneous, creative, and authentic leaders and professionals. Perhaps there are two types of problems in global talent management. First: it’s sourcing and second: it’s recruitment process. Both can be time taking if a company just relies on traditional ways. If you can explore alternative talent pools, develop a global talent pipeline, optimize processes, and make any of these two more effective and efficient, organizations can reach the next level of people management fluency.
Now with unstructured analytical capabilities combined with social pulse, the organization has more visibility of people's sentiments and can work to make a motivating environment. The global workforce analytics can help in understanding and giving insights in how the organizations can acquire the right talent for the right role and responsibilities globally. Talent retention and growth are very critical for the individual as well as the firm to maximize the growth of the employee at the same time improving corporate value, expanding the global market of the business and reaching the next level of corporate growth and maturity.
We live in such a diverse world with uncertainty, unpredictability, and fierce competitions. It’s a global ecosystem of stakeholders that is going to determine whether or not your organization can thrive. People are not just cost or even resources, but the human capital worth investing in a smart way. Global organizations should develop their customized talent management practices for rejuvenating creative energy, inspiring change, building unique competency and unleashing collective potential.
Develop a vision and path for global workforce analytics: The world becomes more hyper-connected and interdependent, there are business leaders and professionals from the twentieth century whose profiles are very, very different from what is required for professionals now in a hyperconnected and interdependent global world. Creativity becomes one of the most needed professional qualities, critical thinking is an important skill in making sound judgment. The shortage of global leaders or personnel with necessary skills is the reality. Talent management at the globe scope can only be achieved via innovative leadership, integrated process, creative & self-driven employees.
In practice, to dig through the root cause of global talent shortage, talent managers should ponder: What do you mean by skill gap in the context of your global organization? And, what, if any internal/external planning and actions are, and have been taken to address that? Does your organization take advantage of the latest technologies such as social analytics in talent hiring & retention? The application to integrate talent has been deployed in most companies, but not used to its potential. Data-driven global workforce planning & analysis will bring business management together across the organization to share their experience and insight wherever there is a gap in the system in order to improve global talent management effectiveness.
Global perspective is important in a more hyper-connected and globally distributed world as it deepens a holistic understanding of circumstances. It is very important to build a culture of growth, in terms of career path and analytics based talent management that can help in multiple dimensions of potential development. Whatever workforce management programs you run need to be smoothly aligned with the business’s strategic goals, set a directional guide for developing global talent, gain empathy, and maximize collective potential.
Doing social talent analysis to develop a global talent pipeline, improve collaborative innovation: Compared to the industrial age with static knowledge and workforce, today’s organizations are diverse and dynamic. Thus, traditional talent management practices could be outdated to a certain degree. Sourcing, recruiting and competing for worldwide talent is part of global business reality. The traditional talent pipeline is not sufficient enough to select heterogeneous, creative, and authentic leaders and professionals. Perhaps there are two types of problems in global talent management. First: it’s sourcing and second: it’s recruitment process. Both can be time taking if a company just relies on traditional ways. If you can explore alternative talent pools, develop a global talent pipeline, optimize processes, and make any of these two more effective and efficient, organizations can reach the next level of people management fluency.
We live in such a diverse world with uncertainty, unpredictability, and fierce competitions. It’s a global ecosystem of stakeholders that is going to determine whether or not your organization can thrive. People are not just cost or even resources, but the human capital worth investing in a smart way. Global organizations should develop their customized talent management practices for rejuvenating creative energy, inspiring change, building unique competency and unleashing collective potential.
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