Talent Tools on top of Deloitte's Global Human Capital Trends 2015

Written on the 17 March 2015

Deloitte recently unveiled its Global Human Capital Trends 2015 report, outlining the HR trends for 2015, which the authors believe will be "reshaping the nature of work and the ways organisations approach talent management".

Leadership  -  the second biggest priority for HR in this year's survey

Creating excellent leaders remains highly important; the findings also suggested that organisations have made little or no progress since last year: In fact, the capability gap for developing leaders has widened in every global region.

According to the report, organisations continue to struggle with leadership development, almost 90% of respondents cited it as either "important" or "very important". There is increased recognition that leadership is an issue  at all levels. Many employers are tipped to invest in new and accelerated models of leadership develoment. 

Two of the new leadership models realising impressive outcomes globally are: a strengths-based approach, utiiing the Strengthscope Leadership Assessment and leading with emotional intelligence. EQ-i recently released it new EQ Leader Report.  Both of these assessments have individual and 360 versions available.

Talent Tool can provide the reports, together with individual or group debriefs for your employees. Additional development workshops or individual coaching or mentoring can also be provided by qualified consultants and facilitators.
 

Learning and development  -  Into the spotlight

 
Companies will need to be actively exploring new approaches to learning and development as they confront increasing skills gaps, the report said.

The need to transform and accelerate corporate learning was this year's third most important challenge to HR, with the number of companies rating Learning and Development (L&D) as "very important" tripling over the past year. But while the importance of the issue increased, HR's readiness to handle it weakened just 40% of respondents said that their organisation was prepared for L&D in 2015, compared to 75% last year.

Culture and engagement  -  The most important issue

Organisations are continuing to recognise the need to focus on corporate culture and dramatically improving employee engagement as 2015 threatens to bring a crisis in engagement and retention.

Deloitte's researchers found that this year, culture and engagement were rated the most important issue overall, replacing leadership as the top priority. This highlights the need for leaders to gain a clear understanding of their company's culture, and re-examine every HR and talent program as a way to engage and empower their people.

If engagement or retention issues are negatively impacting on your organisation's culture, (and bottom-line)  we recommend Inividual Talent Analysis be undertaken by employees to identiy their work behavioural and environmental preferences. Many engagement and retention issues can be successfully addressed using the information provided in these reports. Team Talent Analysis reports are also available.

Our engagement and retention products flow into and integrate with our Talent Management System.

Performance management  -  The secret ingredient

Traditional performance management is being replaced with innovative performance solutions.

In today's world of work, the need to rethink organisational management including managing, evaluating and rewarding people is one of the biggest necessities, according to Deloitte. Agile performance management has arrived, and will become a core component for this year's focus on engagement, development and leadership.

Our suite of engagement and retention products flows into and integrates with our Talent Performance System.

HR and people analytics  -  Stuck in neutral - not with Talent Tools

According to the report, too few organisations are actively implementing talent analytics capabilities to address complex requirements for business and talent.

All of our Talent Tools generatel data, which builds up in your databases, providing a gold mine of analytical data which can be querried, retrived, manipulated nd reported, inhouse, to provide HR decision support analytics and evidenced based ROI.

In 2015, HR should make "serious investments" in leveraging data when it comes to making people decisions. People analytics a strategy which has been evolving over the past several years has the potential to change the way HR works. But according to Deloitte, HR departments and organisations appear to be slow in developing the capabilities to take full advantage of its potential.


The report found that over the next year, many organisations are expected to expand their HR data strategies by harnessing and integrating third party data about their people from social media platforms.

External people data has created a new world of employee data outside of the corporate environment. The report's authors wrote that "it is now urgent and valuable for companies to learn to view, manage, and take advantage of this data for better recruiting, hiring, retention, and leadership development".