Six weeks into 2016 and we're seeing a sharp increase in HR decision-makers ready to take the positive steps needed to take on the Talent Management trends we were seeing last year.
Trend #1 - The expectations of a Talent Management system in terms if its accessibility, interface and experience have risen dramatically.
Employees and managers now expect to be able to access data and information anywhere and at any time - whether this in on their smartphone, tablet or desktop - and be presented with a workflow and visual design which reflects their usage of other applications. The development and release of our mobile Talent Cloud system in the last Quarter of 2015 was a step change in talent management software. Now employees and managers can complete 360 assessments, engage in performance reviews and access their succession planning at any time, using an exciting and responsive interface from any device.
Trend #2 - The talented employee is demanding a new way of working.
We've witnessed the talented individual acting more like a 'consumer' choosing with whom he or she works, challenging the traditional relationship with the employer and demanding a more tailored value proposition. As such talent management strategies and activities are need to be reviewed. Performance Management is one of these areas and you can read about this in a recent Personnel Today article.
Trend #3 - The succession planning of yesteryear no longer meets the needs of today's organisation: it must adapt to the new model of talent management.
To help understand how impactful and effective succession planning is currently in your organisation, we've developed a free-to-use Succession Planning Tool which gives organisations the opportunity to get an insight within minutes.
Trend #4 - The value of an established paper-based performance review is finally now recognised and being built upon
Organisations no longer are throwing away good paper-based performance processes as businesses move online. We've been working with many organisations which are now building on what they already have and transferring it online to get all the benefits from accurate, real-time performance review software which has a great user interface and experience.
Trend #5 - Traditional performance ratings are being challenged: a move away from annual one-off ratings towards better continuous performance management conversations.
The line manager wants the easy-to-use tools and the support to become confident in managing these on-going conversations and the move to continuous performance management. The employee needs ways to gather feedback and track objectives in real-time. The HR decision-maker requires an online system which monitors objective setting, engagement and alignment with the business.
You can read about this trend in our article below.
If you would like to chat through how this may impact you, then please get in touch.