One of the most daunting challenges in today’s global economy is the “Talent crunch” 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.

Attracting and retaining talent can mean the difference between success and failure in today’s fast-paced global economy. Significant trends are impacting HR management functions, including the rise of Artificial Intelligence, Data Science, Automation and Algorithms.

人才管理的重要性

人才管理之所以重要，原因如下：

越来越多的公司认为人力资源职能具有战略意义。
人力资源专业人士仍然认为他们的员工还没有充分准备好满足公司的未来计划。
人力资源管理已经采用了软件和管理工具，但许多公司仍使用手动工具和流程。
技术支持的离散人才职能自动化为成本控制提供了重要机会。
Cross-functional HR metrics leveraging workforce analytics can provide an advantage.
千禧一代更有可能换工作，因此人才获取和人力资源保留至关重要
指标、关键绩效指标以及劳动力分析的测量和管理变得越来越重要。

人才招聘

A robust Talent Management function within a company hires beyond the traditional model of looking only at skills; instead, they hire by “talent.” 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.

他们的方法超越了外部方法。管理者需要了解自己的才能，这需要大量的自省。一个有安全感的领导者会毫不犹豫地雇佣比自己优秀的人。

As part of a company’s 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.

将 Y 世代融入职场

SIS has built a model that proactively integrates very talented members of Generation Y in creative development, strategic planning and research. 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.

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.

Making Your HR Function More Strategic

The Talent Management function certainly considers necessary skills and the candidates’ ability to grow their skills, applying them to core business processes and leading change. Talent Managers analyze the candidate’s 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’s 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.

将人才与企业文化结合起来并不是空洞的营销术语。拥有强大的企业文化和员工，有助于西南航空和苹果等公司获得强大的竞争优势。

在组织结构僵化的公司中，往往有大量的人才。但是，当有才华的专业人士感觉不到被重视、被尊重，或者感觉没有足够的自由去构思和实施创意时。

人才管理的价值衡量

许多公司力求营造与人才引进建立稳固关系的环境。这是因为人才在公司运营中具有绝对价值，如果人才引进不令人满意，可能会产生竞争。此外，公司希望确保其人才能够蓬勃发展，即使企业文化僵化。许多公司认为做到这一点的最佳方法是为他们的优秀员工建立一个基于真实、可靠和信任的稳固关系网络。

公司现在可以使用集成的复杂知识共享内联网，让员工与公司各处的优秀专家取得联系，从而立即传播高水平的技术知识。这里的要点是实施流程，使公司能够 立即地 利用并运用他们的才能。

A long-term perspective

Talent Management is a long-term process, with three potential ways to continually cultivate their talent:

重新训练 – 必须对员工进行再培训，并确保他们拥有适当的资源来执行
复位 – do not discard antiquated talent, but help reposition them periodically according to their strengths within the company
停用 – 与员工一起规划他们的退休和未来，以建立善意和忠诚度

关于人才管理市场研究

Talent Management Market Research provides data, insights and strategies to drive performance with your company’s most valuable resources — your team. We conduct Qualitative Research, Quantitative Research, and Strategy Research. In Qualitative Research, we conduct Focus Groups, In-Depth Interviews, Workplace Ethnography, and Online Communities. In Quantitative Research, we conduct employee surveys and surveys with prospective candidates. In Strategy Research, we conduct research into the competitive landscape, competitive analysis, Market Opportunity Research, and Market Sizing.