Learn about the six key areas where you can identify major execution challenges early on to help engineer your program for success.
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Human capital
Overview
As companies move beyond the recession, the key challenges for business, HR and talent are becoming clear. At the top of the list? Globalization, an aging workforce, changing expectations of multiple generations, the drumbeat of technology change, intense regulatory environments, and the reality of distributed work in the cloud. The implications of these changes for human capital are profound. By human capital, we mean four things:
- Talent: strategies, solutions and analytics
- Leadership: diagnostics, strategies, programs
- World class HR: service delivery models, processes, technologies and programs
- People issues in the business (strategic change, organization design, technology adoption, merger integration, operational culture)
HR leaders who understand the interconnections of these dimensions will likely be in the best position to meet the needs of the business over the decade ahead. Those needs will be shaped by global growth, innovation, and risk management. Emerging markets are becoming the world’s leading growth markets – for customers and talent alike – and many organizations aren’t prepared for the workforce challenges of this new world.
Things that once made you an attractive employer have become tablestakes – or even liabilities. Why would the best people want to come to work for you today? And why would they stay? Where are your blind spots about critical talent? How strong are your workforce analytics capabilities?
Practices of managing people by gut instinct and tribal wisdom aren’t going to cut it in the global talent marketplace. Welcome to HR 2020.
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