It’s TALENT WEEK on the HR Tech Europe Blog. This week is dedicated to how to recruit, retain and engage talent.
The talent management of today’s modern workforce has become a balancing act as organisations seek to attract, hire and retain the best, while ensuring teams are motivated and performance is maximised. This can be especially challenging for fast growing multinationals, as not only are their teams dispersed geographically, but they also have to manage diversity – different genders, cultures, generations – and a range of work preferences. This becomes even harder with the rising population of contingent workers, and the growth of the freelance economy, where power is increasingly in the hands of the contractors.
Employee engagement has become a top issue for many organizations in the war for talent. Higher engagement levels, and better every day working experiences, are key to attracting, keeping and managing top talent. And, ultimately, this approach should result in improving company performance and creating a more positive brand reputation, further helping to attract and retain more of the best talent.
But great experiences don’t happen by accident — they have to be actively developed by applying a holistic cultural approach to talent management, supported by current technology. There has to be a solid foundation in place – built on company values – to ensure that companies are understanding, meeting and exceeding workforce expectations. And, they need to be enabling positive workforce communications that are succinct, relevant and informative.
This is difficult to accomplish as most current HR systems automate core processes but fail to provide ways of integrating internal communications as a means of improving workforce engagement.
Organizations still struggle, either having to manage a number of disparate HR systems – especially when growth is inorganic (mergers & acquisitions) – or resorting to spreadsheets in order to provide the most rudimentary information regarding their talent; let alone engage, develop and manage their people.
In an increasingly global, mobile, social and tech savvy world the time has come for a new approach, where key internal communications are combined with core HR processes – all delivered to any device -so the workforce can interact with the system whenever and wherever they need. This shift from simple HR systems of record to richer systems of engagement can help reduce information overload and stop employees feeling overwhelmed. They empower employees to take control of their personal details and manage their own training calendars; while keeping them abreast of what’s happening across the organisation and focused on the things that matter most to their success and that of the business.
A consistent flow of relevant quality content must be delivered throughout the employment journey, in order to help to keep individuals engaged with the business while delivering rich and consistent workforce experiences. But also to enable management to communicate more effectively with the workforce, removing the reliance on email, intranets, blogs and social networks (used in the hope that some of the organisation have kept up with what’s going on).
This approach is a means of better managing talent on a daily basis, moving the business forwards faster, while keeping individuals and teams better connected, informed and engaged. In 2015, talent management should be all about engaging, retaining and producing talent not just finding and consuming it.
This is a guest post from Paul Burrin. Paul is Fairsail’s Chief Marketing Officer. He’s a modern hybrid marketing and communications specialist, with experience spanning start-ups to Fortune 500 companies. He’s very passionate about exploring the evolution of the workplace and how the role of the HR manager is changing to meet the demands of the modern workforce. He’s also editor of WorkLife and a regular industry commentator on the way technology is shaping and changing our lives: workplace, workforce and workflows.