Human Talent Development in 2020

What is a talent development?

Talent Development is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent development is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives.

What is human talent?

Talent management refers to the anticipation of required human capital for an organization and the planning to meet those needs.... Talent management is the science of using strategic human resource planning to improve business value and to make it possible for companies and organizations to reach their goals.

What does a talent development manager do?

Talent management is an organization's commitment to recruit, hire, retain, and develop the most talented and superior employees available in the job market. So, talent management is a useful term when it describes an organization's commitment to hire, manage, develop, and retain talented employees.

What are the key components of talent management?

The Seven Components of Talent Management

·         Strategic Employee Planning. Developing organizational goals and strategic plan is the first step. ...

·         Talent Acquisition and Retention. ...

·         Performance Management. ...

·         Learning and Motivating. ...

·         Compensation. ...

·         Career Development. ...

·         Succession Planning.

 What is the main purpose of talent management?

Purpose of talent management. Talent management is a key succession planning tool that provides an integrated means of identifying, selecting, developing and retaining top talent within our organization which is required for long term planning.

What is succession planning in HR?

Succession planning is a process for identifying and developing new leaders, who can replace old leaders when they leave, retire or die. ... In business, succession planning entails developing internal people with the potential to fill key business leadership positions in the company.

What will Human Resources Look Like in the future?

Which role will HR departments play in the future as partners in employee development? How will they drive organizational change? What will HR departments look like in the future and where will they sit within organizational structures in 2020? These are just a few of the questions facing the industry today.

How will Talent Management Influence Business Strategies?

Successful Talent Management can have a significant impact on a company’s strategy, and should be studied within this context. However, the most important question is which role Talent Management will play within the scope of strategic corporate decisions.

Use existing tools

HR departments in the future will be further involved in processes, products and services provided by their companies. However, their main contributions will still take place with regards to Talent Management and its measurability, particularly in terms of its accuracy and impact. 

The tools for its assessment are actually already available  companies just need to utilize them! By making use of data at hand, such as HR IDs, existing tools can help with HR planning, HR cost management, tracking training programs with simplified codes, etc. If needed, these tools can also act as preventive and corrective measures to support and drive business strategies in the right direction.

Prioritizing the Individual

Organizations are facing several critical pressures, including a short supply of leaders, the need to develop and engage employees, and issues with turnover. Finding and keeping talent is no longer an HR challenge but a strategic business priority. Yet, most companies are unable to build lasting relationships with their employees in an effort to overcome these challenges. 

Instead of empowering employees with the tools they need to succeed, many companies feel threatened by their workforce and fearful of change. In fact, when asked to define their company culture, 41 percent of companies described it as “controlling,” or a highly structured and informal place to work with little collaboration. With the emergence of a younger generation and the rise of the independent worker, companies must rethink their approach to talent and begin to prioritize the “individual.” They must provide a new mechanism for learning one that can adapt to the needs of a changing workforce and align closely with organizational objectives.

Trends and Recommendations for Talent Development

Although learning is one of the most mature areas of talent management, it is also one of the most innovative. With recent technology advancements and the rapid adoption of social collaboration, learning and development has come a long way. Yet making a decision to improve a learning management program and invest in a learning management solution is often a daunting challenge. Five key trends and best practices that companies should consider include the use of mobile technology, adoption of social learning tools, alignment with corporate objectives, use of adaptive learning principles, and the ability to measure effectiveness.

Going Mobile

 Mobile has transformed the way companies work, interact, and collaborate. With global penetration rates skyrocketing, organizations that are not considering mobile in all areas of HCM will have a difficult time competing for talent. Despite this reality, companies are still slow to embrace mobile learning solutions. Only 10 percent of companies are using mobile Web-based learning solutions. 

Some 8 percent are using mobile learning apps, 5 percent mobile performance Web based sites, and 4 percent are using mobile performance apps Most companies recognize that mobile learning solutions can improve adoption, expand global reach, and engage users better, but do not understand how to execute a mobile strategy. Additionally, some organizations find it challenging to determine what options are available and which providers to consider. Regardless of the barriers they are facing, organizations looking to improve their learning functions will need to make mobile part of the equation and determine what requirements they have in order to select a technology partner.

Understanding Social

 Companies are quickly embracing social media tools, as well as investing in social collaboration tools to better engage employees and foster a learning culture. Although social has become mainstream, companies still lack the knowledge and insight around how to use these tools for learning and development. Of the 59 percent of companies using social for their learning strategies, only 24 percent say they are effective. One reason is that companies are limited in the social tools they are using. 

Companies are using document sharing, discussion forms, and blogs, but they aren’t generally using video or micro-blogs—which our research shows are more effective—to improve their learning functions. Companies must educate themselves on the value of social learning and invest in providers that offer solutions that drive business outcomes.

Considering Adaptive Learning

 Adaptive learning is a methodology that breaks traditional models and allows employees to learn at their own pace. It has gained popularity with educational institutions, referred to as “adaptive teaching,” where a teacher will gather information on individual students to learn what they need to do to improve their learning. In the workforce, adaptive learning is conducted similarly. 

Employees can be monitored individually and in real time to determine what learning approach will best suit their needs. It has advantages for younger generations entering the workforce that have expectations around flexibility and interaction. Adaptive learning can be effective at improving efficiency, as well as employee engagement and retention since it allows employees to build confidence and overall expertise. Companies may want to consider breaking traditional learning methods by introducing aspects of adaptive learning.

Aligning with Business Objectives

 The learning of the past operated in silos where learning professionals had little interaction or input from other areas of the business. The learning of the future must be closely aligned to overall corporate strategies in order for companies to achieve results. Any program or technology investment should involve input from business leaders to ensure that learning is driving retention, engagement, and performance. For those companies that did align learning and business priorities (48 percent), more than 70 percent were able to improve company revenue.

Measuring Effectiveness

 To determine if the learning strategy in place is driving business outcomes, companies must find a way to consistently measure its effectiveness. Companies should determine metrics in advance and include both business metrics and learning/HR metrics. Currently, most companies are considering team encouragement, employee engagement, and employee satisfaction over more concrete business metrics such as retention, turnover, and revenue per full-time employee.

References

• Wentworth, D. (2018). 5 Trends for the Future of Learning and Development. [online] Training Magazine. Available at: https://trainingmag.com/5-trends-future-learning-and-development/ [Accessed 29 May 2018].

•  Mason, J. (2018). New Training Methods: The Future Is Upon Us - Training Industry. [online] Training Industry. Available at: https://trainingindustry.com/articles/.../new-training-methods-the-future-is-upon-us [Accessed 29 May 2018].

• Coy, C. (2018). 5 Things the Modern Worker Looks for in Talent Development | ReWork. [online] Cornerstoneondemand.com. Available at: https://www.cornerstoneondemand.com/rework/5-things-modern-worker-looks-talent-development [Accessed 29 May 2018]
•  Humanresourcestoday.com. (2018). 2020 and Talent Development - Human Resources Today. [online] Available at: https://www.humanresourcestoday.com/2020/talent-development/ [Accessed 29 May 2018].