{"id":11987,"date":"2018-06-11T19:40:00","date_gmt":"2018-06-11T19:40:00","guid":{"rendered":"https:\/\/www.sisinternational.com\/the-global-talent-crunch-a-white-paper-by-ruth-stanat\/"},"modified":"2026-01-26T14:20:15","modified_gmt":"2026-01-26T19:20:15","slug":"der-globale-talentmangel-ein-whitepaper-von-ruth-stanat","status":"publish","type":"post","link":"https:\/\/www.sisinternational.com\/de\/der-globale-talentmangel-ein-whitepaper-von-ruth-stanat\/","title":{"rendered":"Talent Management Marktforschung"},"content":{"rendered":"<figure class=\"gb-block-image gb-block-image-864c5eaf\"><img loading=\"lazy\" decoding=\"async\" width=\"1456\" height=\"816\" class=\"gb-image gb-image-864c5eaf\" src=\"https:\/\/www.sisinternational.com\/wp-content\/uploads\/2025\/08\/Focus-group-meeting-5.jpg\" alt=\"SIS International Marktforschung &amp; Strategie\" title=\"Focus group &amp; meeting (5)\" srcset=\"https:\/\/www.sisinternational.com\/wp-content\/uploads\/2025\/08\/Focus-group-meeting-5.jpg 1456w, https:\/\/www.sisinternational.com\/wp-content\/uploads\/2025\/08\/Focus-group-meeting-5-300x168.jpg 300w, https:\/\/www.sisinternational.com\/wp-content\/uploads\/2025\/08\/Focus-group-meeting-5-1024x574.jpg 1024w, https:\/\/www.sisinternational.com\/wp-content\/uploads\/2025\/08\/Focus-group-meeting-5-768x430.jpg 768w, https:\/\/www.sisinternational.com\/wp-content\/uploads\/2025\/08\/Focus-group-meeting-5-18x10.jpg 18w\" sizes=\"auto, (max-width: 1456px) 100vw, 1456px\"><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<p>One of the most daunting challenges in today\u2019s global economy is the \u201cTalent crunch\u201d and challenges in scouting, recruiting, and growing talented people in your firm. Ageing societies are struggling to find qualified people to run complex and high-technology processes.<\/p>\n\n\n\n<p>Attracting and retaining talent can mean the difference between success and failure in today&#8217;s fast-paced global economy.\u00a0 Significant trends are impacting HR management functions, including the rise of Artificial Intelligence, Data Science, Automation and Algorithms.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Die Bedeutung des Talentmanagements<\/h2>\n\n\n\n<p>Talent Management ist aus folgenden Gr\u00fcnden wichtig:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The HR function is considered <a href=\"https:\/\/www.sisinternational.com\/de\/sachverstand\/branchen\/b2b-strategie-content-schreiben-fur-whitepaper\/\" title=\"Unternehmen f\u00fcr strategische B2B-Inhalte und Whitepaper-Erstellung\"  data-wpil-monitor-id=\"11023\">strategic by more and more companies<\/a>.<\/li>\n\n\n\n<li>Personalfachleute sind noch immer der Meinung, dass ihre Belegschaften nicht ausreichend auf die Zukunftspl\u00e4ne ihrer Unternehmen vorbereitet sind.<\/li>\n\n\n\n<li>HR management has embraced software and <a href=\"https:\/\/www.sisinternational.com\/de\/losungen\/reise-tourismus-und-gastgewerbeberatung\/hotelmanagementunternehmen-marktforschung-strategieberatung\/\" title=\"Marktforschung und Strategieberatung f\u00fcr Hotelmanagementunternehmen\"  data-wpil-monitor-id=\"11020\">management tools but many companies<\/a> use manual tools and processes.<\/li>\n\n\n\n<li>Technology-enabled <a href=\"https:\/\/www.sisinternational.com\/de\/losungen\/ai-marktforschung-und-strategieberatung\/personalwesen-talentmanagement-automatisierung-kunstliche-intelligenz-beratung\/\" title=\"Automatisierung des Personal- und Talentmanagements und KI-Beratung\"  data-wpil-monitor-id=\"11024\">automation of discrete talent<\/a> functions is providing significant opportunities for cost containment.<\/li>\n\n\n\n<li>Cross-functional HR metrics leveraging workforce analytics can provide an advantage.<\/li>\n\n\n\n<li>Millennials wechseln h\u00e4ufiger den Arbeitsplatz, daher sind Talentakquise und Bindung von Personal entscheidend<\/li>\n\n\n\n<li>Die Messung und Verwaltung von Kennzahlen, Leistungskennzahlen und Personalbestandsanalysen gewinnen zunehmend an Bedeutung.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Talentsuche<\/h2>\n\n\n\n<p>A robust Talent Management function within a company hires beyond the traditional model of looking only at skills; instead, they hire by \u201ctalent.\u201d Focusing on defining the talent needed to reach organizational goals and building a plan to make certain you have the talent available are the crucial first step in a robust TM function.<\/p>\n\n\n\n<p>Ihr Ansatz geht \u00fcber einen externen Ansatz hinaus. Manager m\u00fcssen in der Lage sein, ihre eigenen Talente zu kennen, was ein hohes Ma\u00df an Selbstreflexion erfordert. Ein sicherer Anf\u00fchrer hat kein Problem damit, Leute einzustellen, die besser sind als er selbst.<\/p>\n\n\n\n<p>As part of a company\u2019s long-term Talent Management procedures, much of the scouting process involves getting both managers and members of Generation Y on board. Generation Y has fundamentally different objectives in their behavior, outlook and interaction in the workplace. Generation Y, as a baby boom generation, is widely considered one of the most important generations in advancing a rapidly ageing workforce.<strong><br><\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Integration der Generation Y in die Arbeitswelt<\/h2>\n\n\n\n<p>SIS has built a model that proactively integrates very talented members of Generation Y in creative development, <a href=\"https:\/\/www.sisinternational.com\/de\/the-impact-of-desk-research-on-strategic-decision-making\/\" title=\"The Impact of Desk Research on Strategic Decision-Making\"  data-wpil-monitor-id=\"11025\">strategic planning and research<\/a>. Essentially, the goal is to harness both the strengths of older and younger generations, while minimizing the intergenerational tensions that often arise in corporate settings.<\/p>\n\n\n\n<p>Embracing Generation Y is one possible method. For example, at SIS, managers fully embrace the youth. We provide them with an uncommon opportunity for experience and confidence to allow them the opportunity to thrive. And through their perspectives, we have considered many new initiatives that have continued to our success, our commitment to innovation and ability to provide high degrees of client value. But, what works in our company may not work in others. It is a matter of striking the right balance between strategy and culture.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Making Your HR Function More Strategic<\/h2>\n\n\n\n<p>The Talent Management function certainly considers necessary skills and the candidates\u2019 ability to grow their skills, applying them to core business processes and leading change. Talent Managers analyze the candidate\u2019s ability to fit within the corporate culture, viewing corporate culture as a valuable competitive advantage. For certain companies, integrity, responsibility and character are important in ensuring that the company\u2019s long-term interests will be fulfilled. For example, many financial services firms look to ensure that their new talent are group-oriented to minimize self-serving behavior that could potentially endanger their firms.<\/p>\n\n\n\n<p>Aligning talent with corporate <a href=\"https:\/\/www.sisinternational.com\/de\/die-auswirkungen-der-nigerianischen-marktkultur-auf-das-geschaft\/\" title=\"Der nigerianische Markt: Der Einfluss der Kultur auf das Gesch\u00e4ft\"  data-wpil-monitor-id=\"11019\">culture is not fluffy marketing<\/a> jargon. A strong corporate culture with employees on board contributes to strong <a href=\"https:\/\/www.sisinternational.com\/de\/global-competitive-intelligence-blueprint-von-ruth-stanat-competitive-intelligence-magazine\/\" title=\"Globales Competitive Intelligence-Unternehmen\"  data-wpil-monitor-id=\"11022\">competitive advantages in companies<\/a> like Southwest and Apple.<\/p>\n\n\n\n<p>In Unternehmen mit starren Organisationsstrukturen gibt es oft viele talentierte Mitarbeiter. Doch wenn talentierte Fachkr\u00e4fte sich nicht wertgesch\u00e4tzt und respektiert f\u00fchlen oder nicht gen\u00fcgend Freiraum haben, um kreative Ideen zu entwickeln und umzusetzen, ist dies oft der Fall.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Wertmessung im Talentmanagement<\/h2>\n\n\n\n<p>Viele Unternehmen streben danach, Umgebungen zu schaffen, die solide Beziehungen zu Talentakquise f\u00f6rdern. Dies liegt an dem enormen Wert der Talente f\u00fcr den Betrieb des Unternehmens und an der Konkurrenz, die entstehen kann, wenn die Talentakquise nicht zufriedenstellend verl\u00e4uft. Au\u00dferdem m\u00f6chten Unternehmen sicherstellen, dass ihre Talente Erfolg haben, auch wenn die Unternehmenskultur starr ist. Viele Unternehmen sind der Ansicht, dass der beste Weg, dies zu erreichen, darin besteht, f\u00fcr ihre talentierten Mitarbeiter ein Netzwerk aus soliden Beziehungen aufzubauen, die auf Wahrheit, Zuverl\u00e4ssigkeit und Vertrauen basieren.<\/p>\n\n\n\n<p>Unternehmen k\u00f6nnen nun integrierte, komplexe Intranets zum Wissensaustausch nutzen, um ihre Mitarbeiter mit talentierten Experten im gesamten Unternehmen in Kontakt zu bringen und so hochrangiges technisches Wissen sofort zu verbreiten. Die Quintessenz besteht darin, Prozesse zu implementieren, die es dem Unternehmen erm\u00f6glichen, <em>sofort<\/em> ihr Talent nutzen und einsetzen.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">A long-term perspective<\/h2>\n\n\n\n<p>Talent Management is a long-term process, with three potential ways to continually cultivate their talent:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Umschulen<\/strong> \u2013 m\u00fcssen die Mitarbeiter umschulen und sicherstellen, dass sie \u00fcber die richtigen Ressourcen f\u00fcr die Umsetzung verf\u00fcgen<\/li>\n\n\n\n<li><strong>Umstellen<\/strong> \u2013 do not discard antiquated talent, but help reposition them periodically according to their strengths within the company<\/li>\n\n\n\n<li><strong>Ausscheiden<\/strong> \u2013 plan with your staff their retirements and futures to <a href=\"https:\/\/www.sisinternational.com\/de\/b2b-customer-experience-the-ultimate-guide-to-building-loyalty-that-lasts\/\" title=\"B2B Customer Experience: The Ultimate Guide to Building Loyalty That Lasts\"  data-wpil-monitor-id=\"11021\">build goodwill and loyalty<\/a><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">\u00dcber Talent Management Market Research<\/h2>\n\n\n\n<p>Talent <a href=\"https:\/\/www.sisinternational.com\/de\/sachverstand\/branchen\/marktforschung-zum-flottenmanagement\/\" title=\"Marktforschung zum Flottenmanagement\"  data-wpil-monitor-id=\"5914\">Management Market Research<\/a> provides data, insights and strategies to drive performance with your company&#8217;s most valuable resources &#8212; your team.\u00a0 We conduct Qualitative Research, Quantitative Research, and Strategy Research.\u00a0 In Qualitative Research, we <a href=\"https:\/\/www.sisinternational.com\/de\/losungen\/fokusgruppen-marktforschung\/wie-man-eine-fokusgruppe-leitet\/\" title=\"So leiten Sie eine Fokusgruppe\"  data-wpil-monitor-id=\"11018\">conduct Focus Groups<\/a>, In-Depth Interviews, Workplace Ethnography, and Online Communities.\u00a0 In Quantitative Research, we conduct employee surveys and surveys with prospective candidates.\u00a0 In Strategy Research, we conduct research into the competitive landscape, competitive analysis, <a href=\"https:\/\/www.sisinternational.com\/de\/sachverstand\/branchen\/telekommunikationsmarktforschung\/\" title=\"Telekommunikationsmarktforschung (5G und 6G)\"  data-wpil-monitor-id=\"4516\">Marktchancenforschung<\/a>, and Market Sizing.<\/p>","protected":false},"excerpt":{"rendered":"<p>Entdecken Sie, wie Talentmanagement f\u00fcr Ihr Unternehmen ein Wettbewerbsvorteil sein kann.<\/p>","protected":false},"author":1,"featured_media":62667,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[292],"tags":[],"class_list":["post-11987","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-strategy","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-50"],"_links":{"self":[{"href":"https:\/\/www.sisinternational.com\/de\/wp-json\/wp\/v2\/posts\/11987","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sisinternational.com\/de\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.sisinternational.com\/de\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.sisinternational.com\/de\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sisinternational.com\/de\/wp-json\/wp\/v2\/comments?post=11987"}],"version-history":[{"count":7,"href":"https:\/\/www.sisinternational.com\/de\/wp-json\/wp\/v2\/posts\/11987\/revisions"}],"predecessor-version":[{"id":81803,"href":"https:\/\/www.sisinternational.com\/de\/wp-json\/wp\/v2\/posts\/11987\/revisions\/81803"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sisinternational.com\/de\/wp-json\/wp\/v2\/media\/62667"}],"wp:attachment":[{"href":"https:\/\/www.sisinternational.com\/de\/wp-json\/wp\/v2\/media?parent=11987"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.sisinternational.com\/de\/wp-json\/wp\/v2\/categories?post=11987"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.sisinternational.com\/de\/wp-json\/wp\/v2\/tags?post=11987"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}