The Epic Shift: Away from "Talent" and now focus on "People." Talent scarcity is still a problem, but engagement, empowerment, and environment are now the real issues companies face.For the last ten years businesses and human resources departments have been heavily focused on building talent management strategies. Originally conceived as programs to help manage people from "pre-hire to retire," these strategies have spawned a $10+ billion softwar...
Great article Josh. I was having a conversation with some CIPD professionals and other HR Leaders about talent management yesterday and we spoke of how talent management is no longer suffice for business performance. People management definitely seemed to be the more favoured option. This article is very timely. I was wondering is this a blog article or do you also have it as a PDF?
HR technology is so necessary to enable the evolution and growth of HR as a function/unit/movement. Have you heard of ProFinda Josh? It's one HR platform that really removes silos and flattens structures, creating a better integrated workforce and provides an internal analysis of talent. It can even be used as an internal crowdsourcing tool.
Great post +Josh Bersin. For Ram Charan to imply most HR leaders are not capable of understanding "real" business needs and not capable of being part of an organization's leadership team is simply not accurate. Just because a person or role has a lot of transactional or administrative responsibilities, does not correlate to their leadership capabilities or strategic value.
The old fashioned fuddy-duddy HR department is changing. The Geeks have arrived. Today, for the first time in the fifteen years I've been an analyst, human resources departments are getting serious about analytics. And I mean serious. I was in a meeting several weeks ago in San Francisco and we had eight PhD statisticians, [...]
Fantastic. I am anticipating its release. Last years has been very useful and informative.
I now have a belief that HR professionals now need to become better acquainted with economics, supply chain management, accounting and corporate law. Economics and Accounting to be able to better calculate ROI on Human Capital activities and for the Human Capital they possess itself. Supply Chain Management to understand the elements of Human Capital Supply Chains and Talent Pipelines better. Lastly Corporate Law - to better understand the regulatory environment in which their organisation operates in and other elements of corporate that affect the business, and not just employment law.
What do you think of this? Do you think I'm on the right track - without giving anything away from the survey results, but just from your general observations.
Founder and Principal, Bersin by Deloitte. Leading analyst, researcher, and consultant in corporate HR, leadership, recruiting, talent management, and technology.
I've spent much of my career in technology, sales, marketing, and business leadership and I actively write about major global trends in leadership, management, HR and talent management technologies. I live in the San Francisco area, close enough to Silicon Valley to keep up with new technology and its impact on the business of talent.
I also advise vendors and startups on new technologies, tools, and solutions which help transform and revolutionize all areas of HR, recruiting, learning, and talent management
Raised two wonderful kids, wonderful loving wife and family, and still love helping HR leaders and vendors thrive.
Mechanical Engineering, 1974 - 1978
MS Mech Engineering, 1980 - 1982
University of California, Berkeley
Haas Business School, 1986 - 1988
Josh Bersin's +1's are the things they like, agree with, or want to recommend.