{"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":"a-crise-global-de-talentos-um-white-paper-de-ruth-stanat","status":"publish","type":"post","link":"https:\/\/www.sisinternational.com\/pt\/a-crise-global-de-talentos-um-white-paper-de-ruth-stanat\/","title":{"rendered":"Pesquisa de mercado de gest\u00e3o de talentos"},"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=\"Pesquisa e Estrat\u00e9gia de Mercado Internacional da 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\">A import\u00e2ncia da gest\u00e3o de talentos<\/h2>\n\n\n\n<p>A gest\u00e3o de talentos \u00e9 significativa pelos seguintes motivos:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The HR function is considered <a href=\"https:\/\/www.sisinternational.com\/pt\/pericia\/industrias\/redacao-de-white-paper-de-conteudo-estrategico-b2b\/\" title=\"Empresa de reda\u00e7\u00e3o de white paper e conte\u00fado estrat\u00e9gico B2B\"  data-wpil-monitor-id=\"11023\">strategic by more and more companies<\/a>.<\/li>\n\n\n\n<li>Os profissionais de RH ainda acreditam que as suas for\u00e7as de trabalho n\u00e3o est\u00e3o adequadamente preparadas para cumprir os planos futuros das suas empresas.<\/li>\n\n\n\n<li>HR management has embraced software and <a href=\"https:\/\/www.sisinternational.com\/pt\/solucoes\/consultoria-em-hotelaria-e-turismo-em-viagens\/consultoria-em-estrategia-de-pesquisa-de-mercado-para-empresa-de-gestao-hoteleira\/\" title=\"Pesquisa de mercado e consultoria estrat\u00e9gica para empresas de gest\u00e3o hoteleira\"  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\/pt\/solucoes\/pesquisa-de-mercado-de-ia-e-consultoria-estrategica\/consultoria-de-inteligencia-artificial-em-automacao-de-gerenciamento-de-talentos-de-recursos-humanos\/\" title=\"Automa\u00e7\u00e3o de Recursos Humanos e Gest\u00e3o de Talentos e Consultoria em 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>A gera\u00e7\u00e3o Millennials \u00e9 mais propensa a mudar de emprego, tornando a aquisi\u00e7\u00e3o de talentos e a reten\u00e7\u00e3o de RH cr\u00edticas<\/li>\n\n\n\n<li>A medi\u00e7\u00e3o e gest\u00e3o de m\u00e9tricas, indicadores-chave de desempenho e an\u00e1lise da for\u00e7a de trabalho s\u00e3o cada vez mais importantes.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">aquisi\u00e7\u00e3o de talento<\/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>A sua abordagem vai al\u00e9m de uma abordagem externa. Os gestores precisam ser capazes de conhecer seus pr\u00f3prios talentos, o que exige muita introspec\u00e7\u00e3o. Um l\u00edder seguro n\u00e3o tem problemas em contratar pessoas melhores do que ele.<\/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\">Integrando a Gera\u00e7\u00e3o Y no local de trabalho<\/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\/pt\/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\/pt\/o-efeito-das-culturas-de-mercado-nigerianas-nos-negocios\/\" title=\"O mercado nigeriano: o efeito da cultura nos neg\u00f3cios\"  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\/pt\/modelo-global-de-inteligencia-competitiva-por-ruth-stanat-revista-de-inteligencia-competitiva\/\" title=\"Empresa Global de Intelig\u00eancia Competitiva\"  data-wpil-monitor-id=\"11022\">competitive advantages in companies<\/a> like Southwest and Apple.<\/p>\n\n\n\n<p>Em empresas com estruturas organizacionais r\u00edgidas, muitas vezes pode haver um n\u00famero significativo de pessoas talentosas. Mas, quando profissionais talentosos n\u00e3o se sentem valorizados, respeitados ou n\u00e3o sentem liberdade suficiente para conceber e implementar ideias criativas.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Medindo Valor na Gest\u00e3o de Talentos<\/h2>\n\n\n\n<p>Muitas empresas buscam construir ambientes que cultivem relacionamentos robustos com aquisi\u00e7\u00e3o de talentos. Isso se deve ao grande valor do talento nas opera\u00e7\u00f5es da empresa e \u00e0 concorr\u00eancia que poder\u00e1 surgir se a aquisi\u00e7\u00e3o de talentos n\u00e3o for satisfeita. Al\u00e9m disso, as empresas querem garantir que o seu talento ir\u00e1 prosperar, mesmo que a cultura corporativa seja r\u00edgida. Muitas empresas consideram que a melhor forma de o fazer \u00e9 criar para o seu pessoal talentoso uma rede de rela\u00e7\u00f5es robustas baseadas na verdade, fiabilidade e confian\u00e7a.<\/p>\n\n\n\n<p>As empresas agora podem usar intranets integradas e complexas de compartilhamento de conhecimento para colocar seus funcion\u00e1rios em contato com especialistas talentosos em toda a corpora\u00e7\u00e3o para disseminar imediatamente conhecimento t\u00e9cnico de alto n\u00edvel. A conclus\u00e3o aqui \u00e9 implementar processos que permitam \u00e0 empresa <em>imediatamente<\/em> aproveitar e fazer uso de seu talento.<\/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>Retreinar<\/strong> \u2013 t\u00eam que treinar novamente as pessoas e garantir que elas tenham os recursos certos para executar<\/li>\n\n\n\n<li><strong>Reposi\u00e7\u00e3o<\/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 aposentar<\/strong> \u2013 plan with your staff their retirements and futures to <a href=\"https:\/\/www.sisinternational.com\/pt\/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\">Sobre a pesquisa de mercado de gest\u00e3o de talentos<\/h2>\n\n\n\n<p>Talent <a href=\"https:\/\/www.sisinternational.com\/pt\/pericia\/industrias\/pesquisa-de-mercado-de-gestao-de-frota\/\" title=\"Pesquisa de mercado de gest\u00e3o de frota\"  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\/pt\/solucoes\/pesquisa-de-mercado-em-grupo-focal\/como-conduzir-um-grupo-focal\/\" title=\"Como conduzir um grupo focal\"  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\/pt\/pericia\/industrias\/pesquisa-de-mercado-de-telecomunicacoes\/\" title=\"Pesquisa de mercado de telecomunica\u00e7\u00f5es (5G e 6G)\"  data-wpil-monitor-id=\"4516\">Pesquisa de oportunidades de mercado<\/a>, and Market Sizing.<\/p>","protected":false},"excerpt":{"rendered":"<p>Descubra como a Gest\u00e3o de Talentos pode ser um diferencial competitivo para sua empresa.<\/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\/pt\/wp-json\/wp\/v2\/posts\/11987","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sisinternational.com\/pt\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.sisinternational.com\/pt\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.sisinternational.com\/pt\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sisinternational.com\/pt\/wp-json\/wp\/v2\/comments?post=11987"}],"version-history":[{"count":7,"href":"https:\/\/www.sisinternational.com\/pt\/wp-json\/wp\/v2\/posts\/11987\/revisions"}],"predecessor-version":[{"id":81803,"href":"https:\/\/www.sisinternational.com\/pt\/wp-json\/wp\/v2\/posts\/11987\/revisions\/81803"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sisinternational.com\/pt\/wp-json\/wp\/v2\/media\/62667"}],"wp:attachment":[{"href":"https:\/\/www.sisinternational.com\/pt\/wp-json\/wp\/v2\/media?parent=11987"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.sisinternational.com\/pt\/wp-json\/wp\/v2\/categories?post=11987"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.sisinternational.com\/pt\/wp-json\/wp\/v2\/tags?post=11987"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}