Posted by Josh Bersin on March 1, 2013
“…Push the envelope, ignore sacred cows and implement innovative programs that create passion, alignment, and teamwork.”
That’s how we sum up the new Bersin by Deloitte outlook, Predictions for 2013: Corporate Talent, Leadership and HR—Nexus of Global Forces Drives New Models for Talent.
Today’s businesses face a nexus of talent challenges. As the chart from this report shows, business is moving fast, markets are global, and many organizations have become highly interconnected, flat, and filled with young professionals. Internally, many of today’s jobs require deep levels of specialization and a new generation hands-on leadership—leadership which knows how to select talent, inspire people and drive team performance. And added to all these challenges, there is a new war for skills, escalating the need to compete for top talent.
These new realities have forced a rethink of old-school HR practices, many of which date back to the early days of industrialization. Back then, when the term “Human Resources” was coined, many companies considered people to be a replaceable asset, similar to capital or raw materials. Many of the practices we still have in place today (traditional succession and performance management, for example) are based on this idea— building a “system” which operates independently of the people.
Today the world has changed. More than 70% of most business value comes from intangible assets and we now know that people, unlike many other parts of a company, are an appreciating asset. Often, the more we invest in them, the greater value we receive.
So many of today’s high-impact HR leaders focus on programs that facilitate collaboration, create passion and highly engaged workers, develop a new generation of leaders, and implement global mobility and career options for everyone— not just those at the top of the pyramid. And more and more HR practices now leverage social technologies, using the collective wisdom of the organization to support training and coaching and enabling everyone to contribute their experience.
Here are just a few of the HR areas we think are ripe for bold action:
Predictions for 2013 dives into these and many other trends and issues that are shaping HR’s future and—as we say in the study’s conclusion—moving HR from simply working “on the business” to working as a vital partner “in the business.” Please take a look and tell us what you think.
|Josh Bersin is a principal and founder of Bersin by Deloitte, Deloitte Consulting LLP, delivering analytics, research and tools that employers use as a foundation for day-to-day decision making. He has worked with hundreds of companies to help them deliver high impact employee learning, leadership development and talent management|
As used in this document, “Deloitte” means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting.