Talent management strategy

We all know that retaining, developing, and engaging good quality people has never been more crucial than it is today. As the recession has led to much restructuring and uncertainty, there is a need to balance immediate critical business needs with employee engagement, motivation and morale.

• Changing workforce demographics means that leadership and management skills are in short supply.
• 66% of organisations find it difficult to identify, develop, engage and retain their talented people and many have no talent management strategy. This is often due to insufficient time, money and expertise to internally and pro-actively manage this emerging priority.
• Despite the challenging economy, UK employees are among the most likely to consider leaving their job during the next 12 months, with 53% of employees leaving to fulfill their career development needs elsewhere.
• Only half (49%) of employees feel fully engaged at work and that less than two thirds feel no loyalty to their employer — YouGov survey, Financial Times

Although most business leaders would agree that talent management is vital to delivering business results, two thirds of organisations have no talent strategies in place or any way to identify, develop, engage and retain their future management pool. This is often as a result of insufficient time, money, or expertise to manage this emerging priority.