6 Trends to Look for in Talent Management for 2012

by Drew Stevens, Ph.D.

Surviving the RecessionThe devastating impact of the recession is hopefully nearing an end and as it does changes begin to take precedent. During every recessionary period there are changes in politics, economics, technology and even demographics. Yet many do not often speak of the changes in talent. Yes, with the numerous organizations now needing people to drive new production numbers and those “survivors” seemingly desirous to take a leap there will be many changes in the year 2012. The following are some of these changes to be aware of throughout the remainder of this year:

Where Oh Where Is the Hiring?

In the age of “there is an app for that” one does not have to think hard to understand that technology recruitment will be large. Developers and project managers will be in chronic need. And as many organizations re-engineer products to move towards the “cloud” there will be a dire need for facilities managers, critical systems and data center managers.

The Role of Social Media

While many including myself are not the world’s greatest advocates of social media, suffice to say it is here to stay. Employers will continue to use social media outlets for background checks and to discover new talent for projects. When individuals are visible similar to products they become more noticeably attractive to organizations.

Changing Demographics

As I research global business trends it is easy to see the fascination of changing demographics. The United States, and the BRIC countries are seeing more individuals entering retirement age sucking not only talent by knowledge from organizations. The knowledge drain has been an issue for sometime but the bigger issue is the lack of individuals to fill positions. According to research India has the youngest amount of individuals under the age of 15 ready for work. This will mean global outsourcing to extremes never experienced.

Going Virtual

From gasoline to a plethora of commodity products everything has gone up in price. And when commercial and residential real estate begin to escalate again in value so too will commercial space. With many individuals desirous of a work – life balance and organizations becoming leaner for the future, many companies will re-engineer the work team to virtual work. And this will also bring down the cost of travel. With the use of text messaging, Skype and online meeting services such as GotoMeeting there is less of a need to be in the office. And individuals can get work completely wherever, however and whenever possible.

Temp or Bust

While there appears good news across the spectrum the facts are that we need to add more jobs than what is currently available. It appears that organizations will remain cautious about hiring while also becoming keen to employment volatility. Let’s face it; the notion is always about the bottom line. And with health care costs continually rising, organizations will need to keep costs low. The best way to remain profitable is hiring contingent and temporary workers. Doing so helps with three vital elements: 1) firms keep costs low by making contingent employees pay for taxes, benefits and office space, 2) rapid application and production are possible by hiring contingent workers across the globe working round the clock to deliver time critical products and services 3) organizations can move more quickly through product cycles and quality care by using more “quick strike” efforts to move product. This notion will also hold as employees dislocate the time honored loyalty factor for both work/life balance and more interesting work.

Attention to Retention

As organizations begin the shift to new workers the “survivors” of the recession will desire new work. Let’s face it the long days and routinized work have angered but also bored workers. Similar to adolescents that bore with the same toy, workers will want to move on to new opportunities.

The biggest challenge to any executive leader is talent; always has been and always will be. The problem is that many cannot because a) they lack the time and b) albeit an issue to be discussed in an upcoming column human resources is not part of the organizational plan. However, as executives look to remain competitive in a post recessionary world the need for talent, speed and acquisition will become hot topics. This will mean the difference between surviving and thriving in a post recessionary world.

If you found these tips from Drew Stevens, Ph.D. of value and are a PMP looking to earn PMI PDUs, you might be interested in his self-paced, downloadable courses at PDUs2Go.com.

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