2018全球人才趋势研究（英文版）_44页_11mb

Global Talent Trends 2019 Summary

Core Content

The Global Talent Trends 2019 report highlights the transformative impact of technological advancements, changing employee expectations, and evolving business strategies on the future of work. It emphasizes the need for organizations to adapt their workforce strategies to remain competitive and sustainable in the "Human Age," where human and artificial intelligence intersect.

Main Viewpoints

• Workforce Disruption is Accelerating: 73% of executives predict significant industry disruption in the next three years, up from 26% in 2018. AI and automation are expected to replace one in five current jobs but also create 58 million new jobs by 2022.
• Confidence in Leadership: Four out of five executives believe their company can lead disruption, and most are taking action to prepare for the future of work.
• Human Capital Risks: Despite the shift, only one in three executives rate their company's ability to mitigate people risks as "very effective." HR often lacks strategic focus, with only 29% of HR leaders reporting that executives prioritize human capital risks.
• Need for Integrated People Strategy: Companies must move beyond siloed HR functions to develop a unified strategy that aligns with future business needs and supports long-term competitiveness.
• Adaptive Workforce and New Roles: The workforce is evolving, with a growing reliance on contingent and freelance workers. Companies are redefining job roles based on skills rather than traditional positions and exploring new ways to deploy talent.

Key Information

1. The Four Key Trends for 2019

• Trend One: Aligning Work to Future Value
  Companies are redesigning jobs to align with future value creation, focusing on automation opportunities and strategic workforce reallocation. High-growth companies are four times more likely to have an integrated people strategy.

• Trend Two: Building Brand Resonance
  Organizations must create a compelling employer brand that reflects their values and resonates with different workforce segments. This includes using data and analytics to understand what appeals to potential employees and how to retain them.

• Trend Three: Curating the Work Experience
  Work should be made intuitive, digitally enabled, and flexible to support employee growth and engagement. Companies are investing in technology platforms, internal gig marketplaces, and new skill frameworks.

• Trend Four: Delivering Talent-Led Change
  Change must be driven by people, with a focus on inspiring a growth mindset. This involves rethinking organizational structures, workflows, and talent strategies to empower employees.

2. Workforce Dynamics

• Gig Economy Growth: 79% of executives expect contingent and freelance workers to replace full-time employment. Companies are developing new frameworks to manage this shift, including flexible work arrangements and skill-based compensation.
• Employee Priorities: Employees are seeking more purpose, inspiration, and connectivity. Job security is a top reason for joining and staying with a company, while work-life balance is increasingly important.
• Skills Gap and Reskilling: The skills gap is a major risk to successful transformation. Reskilling and upskilling are now top priorities for executives, with the Insurance sector leading the way. Only 43% of HR leaders are redesigning jobs to prepare for the future of work.

3. Strategic Rewards

• Differentiated Rewards: Companies are moving towards a more personalized approach to rewards, with a focus on variety, performance differentiation, and transparency.
• Talent Value Proposition (TVP): High-growth organizations are more likely to differentiate their TVP for various groups, including contingent workers. Only one in four HR leaders uses analytics to understand why people choose to join the company.
• Ethics, Equity, and Empathy (3 E's): Companies must live by these values to attract and retain talent. This includes ensuring pay equity, diversity, and inclusion, as well as ethical use of AI in HR decisions.

4. Organizational Challenges

• HR's Role in Transformation: HR is increasingly seen as a custodian of the company's brand and values. They must align with business goals and support employee engagement and development.
• Technology and Automation: While automation is a key driver, only 30% of companies use talent analytics to assess its impact. Companies are experimenting with AI and automation to optimize work models and future skill development.
• Employee Experience: The collective voice of employees is shaping brand perception. Organizations must ensure that their practices reflect the values they promote and that employee experience is prioritized.

5. Data-Driven Insights

• Employee Engagement: Thriving employees are twice as likely to describe their work as "relationship focused" and "collaborative."
• Talent Migration and Responsibility: Companies are increasingly concerned about talent migration and their responsibility to address societal issues.
• Cybersecurity and Regulation: These are additional pressures on organizations, requiring a multi-faceted approach to risk management.

Conclusion

The report underscores the importance of aligning people strategies with future business needs, embracing technology and automation responsibly, and building a brand that resonates with employees. It calls for a shift from traditional talent management to a more integrated, adaptive, and values-driven approach to ensure long-term success and employee engagement in the rapidly changing world of work.