Talent Strategy by Cornell University CAHRS
1. Companies are facing a number of disruptions that are causing them to rethink their talent strategy. The major changes that companies are making or contemplating are focused on driving greater speed and agility, democratizing career paths and experiences, and forging a tight connection between talent strategy and the business strategy.
2. Companies employ a variety of different talent models, ranging from those that are organized functionally to those that are organized by site or location. Each model presents different strengths and challenges. Regardless of the model that companies adopt, a shared challenge is how to drive greater talent visibility and integration across the organization.
3. There exists a plethora of tools and technologies in the talent space, and new ones are coming online every day. The expanding range of options is a good thing, but it can be challenging to determine exactly which tools offer the greatest value. Currently, these technologies are most widely used in the talent acquisition space, although their use in other areas (e.g., coaching) is expanding.
4. Although data is more plentiful than ever, companies continue to face challenges in effectively leveraging talent analytics. These challenges are rooted in a number of issues, ranging from lingering concerns about data quality to questions about which metrics are most informative.
5. As companies look to the future, they anticipate continued evolution of their talent strategy. Some of the key trends they are anticipating include greater automation, more flexible career paths, shared eco-systems of talent, and (hopefully) greater progress in helping employees work both smarter and healthier.
Download the Cornell University CAHRS Talent Strategy Report