•Latest research predicts a shortage of 1 million skilled workers by 2020
•By the year end, for every 2 workers leaving the workforce, only 1 will enter
•2.6 new jobs are expected to be created for every person entering the workforce
•Younger workers are now bosses of the older workers
•By the year end, for every 2 workers leaving the workforce, only 1 will enter
•2.6 new jobs are expected to be created for every person entering the workforce
•Younger workers are now bosses of the older workers
This is the situation in the battle field are you ready????
The most important corporate resource over the next 20 years will be talent: smart, sophisticated business-people who are technologically literate, globally astute, and operationally agile.
Talent really does matter – for example “top software developers are more productive than an average software developer not by 10x, 100x, or even 1000x … but 10,000x” Nathan Myhrvold, former Chief Scientist, Microsoft.
The war for talent is fierce, no body is taking prisoners; and is likely to become more so with the massive number of employees retiring in the next five years. Top organizations no longer want the tag of “employer of choice” they are adopting to more rigorous strategy of attracting and retaining the right employees through branding.”
Traditional workforce planning is being replaced by talent strategies and skills gap analysis. Once they determine the gap, it becomes clear what talent they need to hire, to layoff, or to develop or transfer internally. One can no longer sit and relax if things are working smoothly, its time we followed Murphy’s Law “if everything is working perfectly it invariably means that you have overlooked something” yes, this is the kind of skepticism that will keep you and your company afloat in this fierce battle, where no one is ready to grant an inch.
Now is the time that one has to shake up the whole organization; filter it and separate the “go getters” from the “flatters”. For if you allow yourself to be flattered (read: fooled) then tomorrow when your company faces the crunch you’ll be the least flattered. When you set out in search for these talents remember; you’ll not find them strolling in the corridor of popularity in the contrary you’ll find them alone… working away. It will be your job to make them a part of the workforce without hurting their productivity.
Traditional marketing policies have to be adapted to make your company attractive to the right kind of people. You being a “successful” company may be attractive to your clients but it does not convey to your employees how much of that success are you ready to share with the people who are helping you to achieve it. Your employees need to view you as a place of” continuous learning, work-life balance, personally-fulfilling roles and innovative reward and recognition programs.
The amount you invest in selling yourself to your clients has to be complemented equally in terms of money and energy for selling yourself to your employees. It’s not very far away when you’ll need to hire HR managers with marketing skills…. Yes you can laugh, but so did the world when they were first informed that the world is round.
The battle field is ready; the swords are drown the fight is on. So be prepared remember that the fight is not meant to be easy. “Resources are scarce” we have heard that since ages; now is the time that we do something about it. So check your arsenal. Prepare you battle cry and fight for tomorrow as if there is no
The most important corporate resource over the next 20 years will be talent: smart, sophisticated business-people who are technologically literate, globally astute, and operationally agile.
Talent really does matter – for example “top software developers are more productive than an average software developer not by 10x, 100x, or even 1000x … but 10,000x” Nathan Myhrvold, former Chief Scientist, Microsoft.
The war for talent is fierce, no body is taking prisoners; and is likely to become more so with the massive number of employees retiring in the next five years. Top organizations no longer want the tag of “employer of choice” they are adopting to more rigorous strategy of attracting and retaining the right employees through branding.”
Traditional workforce planning is being replaced by talent strategies and skills gap analysis. Once they determine the gap, it becomes clear what talent they need to hire, to layoff, or to develop or transfer internally. One can no longer sit and relax if things are working smoothly, its time we followed Murphy’s Law “if everything is working perfectly it invariably means that you have overlooked something” yes, this is the kind of skepticism that will keep you and your company afloat in this fierce battle, where no one is ready to grant an inch.
Now is the time that one has to shake up the whole organization; filter it and separate the “go getters” from the “flatters”. For if you allow yourself to be flattered (read: fooled) then tomorrow when your company faces the crunch you’ll be the least flattered. When you set out in search for these talents remember; you’ll not find them strolling in the corridor of popularity in the contrary you’ll find them alone… working away. It will be your job to make them a part of the workforce without hurting their productivity.
Traditional marketing policies have to be adapted to make your company attractive to the right kind of people. You being a “successful” company may be attractive to your clients but it does not convey to your employees how much of that success are you ready to share with the people who are helping you to achieve it. Your employees need to view you as a place of” continuous learning, work-life balance, personally-fulfilling roles and innovative reward and recognition programs.
The amount you invest in selling yourself to your clients has to be complemented equally in terms of money and energy for selling yourself to your employees. It’s not very far away when you’ll need to hire HR managers with marketing skills…. Yes you can laugh, but so did the world when they were first informed that the world is round.
The battle field is ready; the swords are drown the fight is on. So be prepared remember that the fight is not meant to be easy. “Resources are scarce” we have heard that since ages; now is the time that we do something about it. So check your arsenal. Prepare you battle cry and fight for tomorrow as if there is no
