As we near the end of the year, we would like to share some talent development trends to think about for 2018. What our research has taught us is that with improved branding, engagement and communication strategies in your organization, you can find a talent management program that best aligns with your culture and employee retention strategy, or one that will allow you to bring your culture to the next level.
Is your organization ready to take the next step in engagement and performance? If so, this article will focus on the trends in talent management and the crucial role that technology plays in the delivery of these tools.
Employee engagement is the emotional commitment the employee has to your organization and its goals. This emotional commitment means that engaged employees actually care about their work and their company. You have likely heard that when employees are engaged with their work, they’re more fulfilled, more productive and more motivated to create satisfied and loyal customers. According to the “State of the American Workplace” report, Gallup estimates that 30% of employees are actively engaged in their work, and that active disengagement costs the U.S $450 billion to $550 billion per year.
Measuring engagement can appear to be a daunting process, but fortunately there are a lot of engagement solutions available and the delivery options are numerous.
Many organizations struggle with getting the right employees hired and promoted into the right roles, and those mistakes can cost you in time, turnover and money. For employers that rely on the resume, interviews and background checks to hire employees, and performance reviews to promote them, employee assessments can be a valuable, objective tool to learn more about employees and where they fit in your organization.
According to the “Executive’s Guide to Employee Assessments” by Profiles International, employee assessments can give organizations and managers consistent, in-depth, and objective information about their people. This includes the employee's:
Your talent program starts with your applicant tracking and recruiting process. Employee interaction with HR continues through new-hire onboarding, benefits enrollment, time and attendance tracking, training, qualifying life events, and performance reviews.
Companies are trending toward the “all in one” user experience to ensure interactions with HR are as intuitive and user friendly as possible for employees and managers. Not only will a streamlined HR technology suite help with the user experience, but it will also reduce time spent in HR on process, and more time to devote to talent development and organizational strategy.
In order to provide a sustainable talent program that is adopted at all levels of your organization, it is critical to develop an authentic talent brand. Employers have a lot of control over this message, but not all companies take advantage of their technology and social media platforms to communicate it. With social networks as prevalent as they are, the story can also be told by candidates and employees within your organization. As younger generations rely more on social media and peer referrals, a new employee tweet with hashtag #myfristday can go a long way in recruiting top talent.
Your talent brand should be communicated throughout the recruiting, new-hire onboarding and performance process, so that potential employees will make an emotional connection and will seek your organization over your competitor. One way to create and sustain a talent brand is to start with a strong, integrated HR technology suite for your hiring and employee development needs. This will help ensure that tweet from a new hire reflects your talent brand accurately and employees get the message so they can communicate it correctly to potential referrals.
One of the benefits of a streamlined HR technology suite is the data that you are able to glean from it and use to further hone your talent strategy. Most of the human capital management solutions in the industry today provide reports and dashboards to analyze workforce metrics, turnover trends and benefit costs. In addition, some vendors in the market offer predictive analytics such as retention and high performer predictors, allowing you to be more proactive. Technology can help you gain insight and visibility into your managers’ and employees’ performance and the costs associated with salary and benefits.
As you can see, there are many exciting and compelling trends in the talent industry. Technology solutions offer a consistent, sustainable and user friendly delivery model to ensure you are taking the right steps to attract and retrain talent.
We work with companies of all sizes and industries to help streamline business process and bring their talent game to the next level through technology.
Contact us to evaluate your strategy.
Shannon works with clients to streamline their HR business processes with technology solutions.
As a technology consultant, Shannon works with clients to streamline their HR business processes with technology solutions. She provides guidance as clients evaluate their current state, needs, and processes, and then connects them with appropriate vendors to meet their needs. Her specialty is technology implementation projects with a focus on organizational change management. Her knowledge, professionalism and willingness to help both internal teams and our clients have earned her high recognition with clients.
The world is different than it once was. It used to be that you needed a 30-foot phone cord to take the phone into another room just so you could have a little privacy, and that when you left work, you really left work, since there wasn’t any way to login remotely.
Nowadays, technological advances have made us truly mobile by enabling us to stay connected 24/7/365. While the workplace impact of 24/7 connectivity has meant that employee productivity has been on the rise, along with it comes challenges that couldn’t have been imagined even 15 years ago.
A recent survey by the Society for Human Resources Management (SHRM) reported 94% of leaders feel employee engagement is an important or very important workforce challenge. An engaged workforce increases operational income by over 19%, while a disengaged workforce can drain over 34% of an organizations’ operational income. Additional risks of low engagement can be seen in increased turnover, low customer satisfaction ratings and even increased employment litigation.
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