Is your talent strategy keeping up with the dramatic changes to the global workforce? For many HR leaders managing through the volatility of the past few years, the answer is “not really.” You’ve been fighting fires, with little time to tackle the big issues. Meanwhile, the ground has shifted under your feet, as hot-button issues like workforce planning and analytics, talent management, workforce strategies, and virtual workplace management have reshaped talent strategies for many companies.
Deloitte has one of the broadest and deepest talent practices in the world. If you need a team that can help you keep your talent strategy aligned with your business – staying flexible enough to support whatever’s next – we can help.
|The Talent 2020 infographic
The latest report is now available in an infographic that pulls together all the data to help you connect the dots. Get the full picture from Talent 2020 and gain a better understanding of the latest employee attitudes and emerging talent trends.
|Predictions for 2013: Corporate talent, leadership and HR—Nexus of global forces drives new models for talent
Bersin by Deloitte delivers Predictions for 2013: Corporate Talent, Leadership and HR—Nexus of Global Forces Drives New Models for Talent. 2013 will be a year of growth and change.
|2012 Salary structure policies and practices
This study from Deloitte LLP indicates that the most prevalent types of pay structure consist of the market-based salary structures (64 percent) followed by traditional (23 percent) and broadband (12 percent) structures.
|What's next for talent?
As companies look at the upturn, talent challenges are once again in the spotlight. In our recent Talent 2020 survey, we asked nearly 400 senior executives at some of the world's largest companies which talent issues were keeping them up at night. This report provides more insights.
|Leading the multigenerational finance department
This issue of CFO Insights examines the leadership challenges associated with managing diverse age groups across finance.
Answering the talent challenge in a reset economy takes an integrated approach that starts with business- and industry-specific requirements and extends to talent and work strategy, process, innovation and operations and technology. Our professionals analyze the talent supply and demand patterns for an organization and in the external market, then help evaluate and implement a mix of solutions that target not only an organization’s talent, but also when, where and how work is performed.
When organizations effectively combine baseline talent management activities with differentiating solutions, they can gain competitive advantage through:
We’ve helped leading companies all over the world meet their toughest talent changes and deliver more effective results. Here are a few things we’ve learned along the way.