Talent Management Trends Results from FlashPoint s HR Professionals Survey September 2012
Key findings from our research GREATEST OVERALL HR ISSUES THIS YEAR Developing and training talent, especially leaders Cultivating a positive culture that fosters employee engagement Coping with transition and change Retaining top talent Recruiting premier new talent In order to better understand the pulse of human resource issues within Indiana companies, FlashPoint conducted a brief survey with nearly 200 HR professionals from across the state. A wide variety of industries were represented, including the financial, healthcare, manufacturing, service, and nonprofit sectors. Put simply, we were curious about the greatest challenges HR professionals and organizations are facing right now. This survey provides a snapshot of the hot-button issues from the vantage point of the people who are working to overcome a myriad of HR concerns each day. The following is a summary of the results. An overall theme to note is that the most pressing issues in HR center on talent management. We discuss these in greater depth and offer some ideas regarding how best to handle them. GROWING ISSUES IN TALENT MANAGEMENT Finding and developing strong managers Finding and training workers for broader jobs that require broader skill sets Recruiting premier new talent Retaining top talent We aren t developing talent! We have no talent strategy! Survey Participant Response Talent Management Trends 2
Developing Talent, Especially Leaders, Heads the List At present, HR professionals report that the greatest overall issue they face this year is developing and training talent, especially leaders. In addition, the number one growing issue in talent management is finding and developing strong managers. The flattening of organizations and need for employees with broader skill sets only raises the stakes in the war for talent. The lack of strong managers is a particularly troubling issue; the aforementioned problems of retaining and recruiting top talent will only be exacerbated without the presence of well-developed managerial and leadership skills. We have grown quickly without putting more leaders and managers in place. Survey Participant Response years they have had more problems recruiting and training workers for a variety of non-leadership roles. Participants cited the need for employees who are proficient in technical and skilled trades. In light of these challenges, and as the pool of eligible employees narrows, it is crucial that organizations invest in the time and resources to develop their talent. Development opportunities can do more than strengthen the internal talent pool they can also help companies retain current employees and serve as a key selling point when attracting new talent. Clearly, how to find, develop, train, and retain top talent is of paramount importance. A quarter of respondents also indicated that in the past two Talent Management Trends 3
Taking Personal Accountability is the Top Required Competency Survey respondants cited personal accountability as the competency that has the greatest impact on their organization. Whether because of the demand for results, the rapid pace of change and innovation, constantly evolving technology, or the economic climate, results indicated that personal accountability is of primary importance in HR today. A failure to take personal responsibility and hold others accountable can also make the cultivation of a positive culture built on integrity, honesty, and values quite difficult. Notably, creating a positive culture that fosters employee engagement was the second most commonly reported overall HR issue this year. What competencies have the greatest impact on your organization? Personal Accountability Strategy Development Team Personal Credibility/ Influence Change Management Improvement Emotional Intelligence 17% 20% 31% 28% 28% 38% 37% A change in our culture has made us assess our current management team and reprioritize our leadership competencies. What competencies are you developing in your leaders? Improvement Team Personal Accountability Change Management Strategy Development Personal Credibility/ Influence Survey Participant Response 31% 33% 33% 43% 40% 38% Emotional Intelligence 15% Talent Management Trends 4
Organizations Need Strategic Competencies to Succeed As we learned, companies are struggling to find leaders who can help move their business forward. More specifically, companies need leaders who understand how to develop strategy and build a business structure to support it long term. An issue that emerged from the survey responses is the belief that being skilled in strategy development has a great impact on the organization overall. Yet, many organizations simply are not focusing on building strategic skills in their employees. It is crucial that organizations invest in the time and resources to develop their talent. Is your CEO focusing more or less on talent strategy than last year? 30% Less 70% More Organizations must also equip managers to develop high-performing teams to support the business strategy focusing on high-performing individuals isn t enough to propel the organization beyond the competition. Talent Management Trends 5
Move Past Obstacles and Embrace Opportunity Today s workplace presents a variety of obstacles for HR professionals to overcome. A constantly shifting environment has made strategy development a critical competency. Along with recruiting and retaining top talent in an increasingly competitive market, organizations are also charged with continuing to develop the talent they have. Businesses today face a diverse assortment of problems, making it more important than ever to have a clear vision for the future. Those who take a proactive, strategic approach to talent management from recruiting efforts to leadership development can make a meaningful difference in their organizations, positioning their companies to be market leaders. Amid these concerns, however, lie well-disguised opportunities. By understanding the emerging trends, HR professionals can take steps needed to address them. Those who take a proactive, strategic approach to talent management from recruiting efforts to leadership development can make a meaningful difference in their organizations, positioning their companies to be market leaders. About FlashPoint FlashPoint provides talent management consulting in three practice areas: organizational performance, talent development, and compensation. Through a customized approach, FlashPoint partners with organizations to leverage talent, develop leaders, and accomplish strategic business objectives. For more information, contact Nancy S. Ahlrichs, strategic account manager, at nancy@ or 317.229.3097. Talent Management Trends 6