{"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":"le-talent-mondial-croque-un-livre-blanc-par-ruth-stanat","status":"publish","type":"post","link":"https:\/\/www.sisinternational.com\/fr\/le-talent-mondial-croque-un-livre-blanc-par-ruth-stanat\/","title":{"rendered":"\u00c9tude de march\u00e9 sur la gestion des talents"},"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=\"\u00c9tudes de march\u00e9 et strat\u00e9gie internationales SIS\" 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\">L&#039;importance de la gestion des talents<\/h2>\n\n\n\n<p>La gestion des talents est importante pour les raisons suivantes\u00a0:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The HR function is considered <a href=\"https:\/\/www.sisinternational.com\/fr\/competence\/les-industries\/redaction-dun-livre-blanc-sur-le-contenu-strategique-b2b\/\" title=\"Soci\u00e9t\u00e9 de r\u00e9daction de contenu strat\u00e9gique et de livres blancs B2B\"  data-wpil-monitor-id=\"11023\">strategic by more and more companies<\/a>.<\/li>\n\n\n\n<li>Les professionnels des ressources humaines estiment toujours que leurs effectifs ne sont pas suffisamment pr\u00e9par\u00e9s pour r\u00e9pondre aux projets futurs de leur entreprise.<\/li>\n\n\n\n<li>HR management has embraced software and <a href=\"https:\/\/www.sisinternational.com\/fr\/solutions\/conseil-en-tourisme-de-voyage-et-en-hotellerie\/societe-de-gestion-hoteliere-etude-de-marche-conseil-en-strategie\/\" title=\"Soci\u00e9t\u00e9 de gestion h\u00f4teli\u00e8re \u00c9tudes de march\u00e9 et conseil en strat\u00e9gie\"  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\/fr\/solutions\/ai-etudes-de-marche-et-conseil-en-strategie\/ressources-humaines-automatisation-de-la-gestion-des-talents-conseil-en-intelligence-artificielle\/\" title=\"Automatisation des ressources humaines et de la gestion des talents et conseil en IA\"  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>Les millennials sont plus susceptibles de changer d&#039;emploi, ce qui rend l&#039;acquisition de talents et la fid\u00e9lisation des ressources humaines essentielles.<\/li>\n\n\n\n<li>La mesure et la gestion des mesures, des indicateurs de performance cl\u00e9s et l&#039;analyse des effectifs sont de plus en plus importantes.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Gain de talent<\/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>Leur approche va au-del\u00e0 d\u2019une approche externe. Les managers doivent \u00eatre capables de conna\u00eetre leurs propres talents, ce qui n\u00e9cessite une grande introspection. Un leader s\u00fbr de lui n\u2019a aucun probl\u00e8me \u00e0 embaucher des personnes meilleures qu\u2019eux-m\u00eames.<\/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\">Int\u00e9grer la g\u00e9n\u00e9ration Y sur le lieu de travail<\/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\/fr\/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\/fr\/leffet-des-cultures-de-marche-nigerianes-sur-les-affaires\/\" title=\"Le march\u00e9 nig\u00e9rian\u00a0: l&#039;effet de la culture sur les affaires\"  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\/fr\/plan-mondial-de-veille-concurrentielle-par-ruth-stanat-magazine-de-veille-concurrentielle\/\" title=\"Soci\u00e9t\u00e9 mondiale de veille concurrentielle\"  data-wpil-monitor-id=\"11022\">competitive advantages in companies<\/a> like Southwest and Apple.<\/p>\n\n\n\n<p>Dans les entreprises dot\u00e9es de structures organisationnelles rigides, on peut souvent compter un nombre important de personnes talentueuses. Mais lorsque des professionnels talentueux ne se sentent pas valoris\u00e9s, respect\u00e9s ou ne ressentent pas suffisamment de libert\u00e9 pour concevoir et mettre en \u0153uvre des id\u00e9es cr\u00e9atives.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Mesurer la valeur dans la gestion des talents<\/h2>\n\n\n\n<p>De nombreuses entreprises s&#039;efforcent de cr\u00e9er des environnements qui entretiennent des relations solides avec l&#039;acquisition de talents. Cela est d\u00fb \u00e0 la valeur m\u00eame des talents dans les op\u00e9rations de l&#039;entreprise et \u00e0 la concurrence qui pourrait surgir si l&#039;acquisition de talents n&#039;est pas satisfaite. De plus, les entreprises veulent s\u2019assurer que leurs talents s\u2019\u00e9panouissent, m\u00eame si la culture d\u2019entreprise est rigide. De nombreuses entreprises consid\u00e8rent que la meilleure fa\u00e7on d&#039;y parvenir est de cr\u00e9er pour leur personnel talentueux un r\u00e9seau de relations solides bas\u00e9es sur la v\u00e9rit\u00e9, la fiabilit\u00e9 et la confiance.<\/p>\n\n\n\n<p>Les entreprises peuvent d\u00e9sormais utiliser des intranets int\u00e9gr\u00e9s de partage de connaissances complexes pour mettre leurs employ\u00e9s en contact avec des experts talentueux dans toute l&#039;entreprise afin de diffuser imm\u00e9diatement des connaissances techniques de haut niveau. Ce qu&#039;il faut retenir ici, c&#039;est la mise en \u0153uvre de processus permettant \u00e0 l&#039;entreprise de <em>imm\u00e9diatement<\/em> exploiter et exploiter leur talent.<\/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>Recycler<\/strong> \u2013 doivent recycler les gens et s\u2019assurer qu\u2019ils disposent des ressources ad\u00e9quates pour ex\u00e9cuter<\/li>\n\n\n\n<li><strong>Repositionner<\/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>Se retirer<\/strong> \u2013 plan with your staff their retirements and futures to <a href=\"https:\/\/www.sisinternational.com\/fr\/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\">\u00c0 propos de l\u2019\u00e9tude de march\u00e9 sur la gestion des talents<\/h2>\n\n\n\n<p>Talent <a href=\"https:\/\/www.sisinternational.com\/fr\/competence\/les-industries\/etude-de-marche-sur-la-gestion-de-flotte\/\" title=\"\u00c9tude de march\u00e9 sur la gestion de flotte\"  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\/fr\/solutions\/etude-de-marche-en-groupe-de-discussion\/comment-animer-un-groupe-de-discussion\/\" title=\"Comment animer un groupe de discussion\"  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\/fr\/competence\/les-industries\/etude-de-marche-des-telecommunications\/\" title=\"Etude de march\u00e9 des t\u00e9l\u00e9communications (5G et 6G)\"  data-wpil-monitor-id=\"4516\">Recherche d&#039;opportunit\u00e9s de march\u00e9<\/a>, and Market Sizing.<\/p>","protected":false},"excerpt":{"rendered":"<p>D\u00e9couvrez comment la gestion des talents peut constituer un avantage concurrentiel pour votre entreprise.<\/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\/fr\/wp-json\/wp\/v2\/posts\/11987","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sisinternational.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.sisinternational.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.sisinternational.com\/fr\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sisinternational.com\/fr\/wp-json\/wp\/v2\/comments?post=11987"}],"version-history":[{"count":7,"href":"https:\/\/www.sisinternational.com\/fr\/wp-json\/wp\/v2\/posts\/11987\/revisions"}],"predecessor-version":[{"id":81803,"href":"https:\/\/www.sisinternational.com\/fr\/wp-json\/wp\/v2\/posts\/11987\/revisions\/81803"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sisinternational.com\/fr\/wp-json\/wp\/v2\/media\/62667"}],"wp:attachment":[{"href":"https:\/\/www.sisinternational.com\/fr\/wp-json\/wp\/v2\/media?parent=11987"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.sisinternational.com\/fr\/wp-json\/wp\/v2\/categories?post=11987"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.sisinternational.com\/fr\/wp-json\/wp\/v2\/tags?post=11987"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}