Future trends in Talent Management - Generation Dynamics

  Talent mangement will suddenly raise its head like a Phoenix from the smouldering ashes of the Recession & we will all sit up and take notice. The lucky ones who are still hiring will cherry pick the best talent. Seems like a good time time to gaze into the crystal ball and look at the future of Talent Magement.

The first big trend we will see is the impact of Demographics &  Generation dynamics. 

Most of  the Talent processes have been designed by and for the Baby Boomer generation (Born between 1946 - 64) - a generation that has seen their parents struggle, they value  This generation arguably provides the fundamental pillar of Leadership across all Organizations and even countries. They have shaped the concepts, processes & practices of current mangement, including Talent mangement.

Cut to the current & future  entrants into the organization. The Gen Y, also called Gen M (Mobile?)?), are people born after 1980, in their 20s. They are currently the world’s largest consumer group & are shaping the world’s thinking in very a definite, subtle manner.

Their key characteristics –

Focused on results, not time …Hmmm, this is the time I begin thinking about Virtual offices, Flexi time & in fact, death of time as the unit of employment.  How are  our current organizations prepared to deal with this?

Freedom of Choice is a big deal. In fact, more Gen Ys prefer to be Self Employed than any other generation. If this were true, how will you attract the best talent to your team. They may be available for employment at all.

Work is secondary, its just one of the many priorities this generation manages to juggle with the same ease they juggle several phones & multiple remote controls. This is anathema to the current employment “system” that looks at full –time employment as the only effective way to manage talent. The Gen Y is likely to “employment” as a series of Projects rather than a series of annual objectives for appraisal. Now that’s something to manage, isn’t it.

Belonging, Values & Fun – may seem un-connected as concepts. However, they are quite seamless for the Gen Y. Affiliation to groups that individuals relate to, values like integrity, Green-ness .. And not to miss the fun piece

Given all these, very few organizations seem ready to manage these changes.

 

 

 

Comments

[Swastik]

Interesting Analogy with the Stock Market. When the market is down, one gets the best bargains. Same with Talent. But will the acquired Talent move on to greener pastures once the market looks up again..is the question to Answer.