HR focus in companies today, talent management is one of the main concerns of managers who understood the importance of human capital for the company.
Like any aspect involving people, this management model also suffers changes and presents trends that can totally impact the relationship between employees and organization in the coming years.
Thus, we will highlight the following 5 main slopes in the area. Check!
1. People Analytics
Business is increasingly focused on data-driven administration. The collection and organization of the large volume of information is based on decision-making in a number of corporate aspects.
Companies are investing more and more in people Analytics and using this knowledge to attract talents, remanage people, propose development actions, improve processes and weave planning. All back to goal range!
2. Emotional Intelligence
The development of emotional intelligence for managers and leadership is one of the main trends within talent management. It is about the ability to understand one’s own feelings and those of others, as well as to know how to motivate and manage relationships.
It is a difficult task, which requires levels of self-knowledge and empathy very high, but important to exert good leadership, increase engagement, build a healthy relationship with employees and develop teamwork.
3. New training Platforms
The application of training for employees is vital to maintain the competitiveness and the recycling of information in an organization.
What we can observe now is a change in the approach of these trainings. If courses were carried out in traditional and dull moulds, nowadays, more and more fluid platforms are increasingly used, which favor the self and distribute the content in small cells.
Micro learning is also a trendy concept that has a growing application in training, as well as the use of social networks and digital resources for that purpose.
The job profile as we know it is at the end. Mobility tends to govern the next working relationships. HR departments should think of new hiring models, as they will favor distance work and group these employees without having to deal with information exchange problems between professionals and teams.
The technology will be an essential tool of work for both the company and for each contributor in an individual way.
5. Personalized Approach
An equal and unique treatment for all employees is no longer effective and will fall increasingly into disuse in the next generations. To attract and retain talents, companies will have to personalize the dialogue according to each professional profile, having a closer approach and seeing the employee as an individual, no more as a number or part of a group.
The wealth of data we have access already supports this type of approach and helps to identify problems of engagement and drop in productivity. It will be the function of HR to understand what motivates each employee and to know how to work these issues so that he can give his best within the company.
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