Talent management proves difficult for HR administration
Posted on November 8th, 2012 Read time: 1 minutes
Results from a recent study suggest organizations have trouble attracting, developing and retaining talent necessary for successful business.
In a survey of more than 500 senior managers and human resource professionals at U.S. companies, ManPower Group found that only 12 percent have a fully implemented talent management strategy.
The survey also found that there is little consensus on talent management strategy efficiency. Forty-four percent of respondents stated they have a series of separate HR services which aren't integrated into a true strategy. Meanwhile, 76 percent reported facing obstacles preventing them from implementing a talent management plan.
"There is a need for companies to commit to a systemic effort to assess and align their talent management strategies in the context of their business strategies and build a pipeline of necessary talent required to succeed," said Owen J. Sullivan, president of ManpowerGroup Specialty Brands.
He states that recruiting, assessing, training and developing leadership programs all need to be linked to the organization's business goals. However, many companies do not commit the time or manpower to develop such a strategy. Sullivan suggests organizations adopt a disciplined process to quantify the risks and tradeoffs of having or not having a talent management plan.
Related Articles
Posted on November 8th, 2012 Read time: 1 minutes
Results from a recent study suggest organizations have trouble attracting, developing and retaining talent necessary for successful business.
In a survey of more than 500 senior managers and human resource professionals at U.S. companies, ManPower Group found that only 12 percent have a fully implemented talent management strategy.
The survey also found that there is little consensus on talent management strategy efficiency. Forty-four percent of respondents stated they have a series of separate HR services which aren't integrated into a true strategy. Meanwhile, 76 percent reported facing obstacles preventing them from implementing a talent management plan.
"There is a need for companies to commit to a systemic effort to assess and align their talent management strategies in the context of their business strategies and build a pipeline of necessary talent required to succeed," said Owen J. Sullivan, president of ManpowerGroup Specialty Brands.
He states that recruiting, assessing, training and developing leadership programs all need to be linked to the organization's business goals. However, many companies do not commit the time or manpower to develop such a strategy. Sullivan suggests organizations adopt a disciplined process to quantify the risks and tradeoffs of having or not having a talent management plan.
