Contributed by Heidi Spirgi, President, Knowledge Infusion
Last week we announced the results of the 3rd annual Knowledge Infusion ��� IHRIM Talent Management Survey. Many are asking what are the surprises, key findings, and industry confirming/reaffirming data points from the survey results? Numbers in a vacuum are mildly interesting. Numbers combined with analysis and action-oriented next steps for end users is where the value is.
So rather than citing the details of the survey (the full results will be published in a white paper at the end of this month available on the KI website), I���m going to focus on a few key findings and what they should mean to the end user community.
Findings and Call to Action:
#1 Driver for HCM/TM Investments: Expansion of the Organization (42% of respondents)
Call to Action: Build your business case around business expansion. This includes new products, markets, geographies, M&A activities. HCM has moved beyond the era of transactional excellence when business cases were built on traditional ROI, cost savings models.
47% of organization do not have a governing body in place to make collaborative Talent Management process and technology decisions
Put an HCM technology governance body into place to ensure collaborative decision making and prioritization across all Talent Management functions (talent acquisition, compensation, performance management, leadership development, learning)
82% or organizations indicate that Succession Planning is a growing concern in their organization
Redefine Succession Planning as Succession Management. This includes the process of assessing, managing and planning the pipeline of talent to fill critical positions.* Think broader and deeper. Don���t stop with the leadership ranks. Most organizations today need to manage the talent pipeline across multiple levels and roles. Be sure to include:
Pivotal roles** Hard to fill positions** Mid-Upper Management depending on where your bottleneck is** Business units charged with expansion** Key talent
HR professionals believe that their CEO���s have the talent they need to compete going forward. Based on all other research, we know this is in the top 2-3 things that CEO���s are concerned about over the next 5 years. Make sure you understand what your C level executives are thinking about and are prepared to act.
Once again, the Knowledge Infusion/IHRIM survey was a huge success and revealed many market leading trends. These results should be taken into account for all HRMS and Talent Management technology projects and software purchases. Feel free to spread this and other findings of the survey around. We will be posting a whitepaper on the results in the upcoming weeks as well as holding a webinar May 1st to discuss the results in more detail and answer questions worldwide.
Click here to register for the webinar
Click here to register for the whitepaper
Another infusion of knowledge..
