Talent Organization
Posted on January 23rd, 2013 at 1:11 pm by Anja Montijn-Groenewoud
|
Link
|
Theme: Latest Post, Talent Organization | Tags: BYOD, employee expectations, generation Y, New way of working, talent gap, Talent Management, Technology developments
In coming years the wave of baby-boomer retirements will cause a considerable drop in the workforce. Ageing work forces and changing employee expectations are challenging the ability of organizations to retain and exploit talent. More than ever, investing in an active talent management is not optional but an imperative for organizations to stay ahead of the competition.
For organizations it is important to recognize, exploit and retain the skilled talent and knowledge of their employees. The new way of working is, therefore, a perfect example. Employees are able to balance their work and private life more effectively and get more control over their working locations and working hours. This enables not only employees with children, but also less mobile people, to fully participate in the workforce.
Read more…
Loading ...
Posted on July 31st, 2012 at 1:04 pm by AccentureNL
|
Link
|
Theme: Latest Post, Talent Organization | Tags: Differentiation, employment, HRM, Human resource management, ideals, Idiosyncratic deals, Talent Management, Tilburg University
Blog post written by Marielle Sonnenberg. Marielle is a former blogger on Blogpodium and Senior Manager Talent and Organization Accenture Netherlands till September 2012.
How do you think your organization classifies you, from a
Talent Management perspective? Most people classify themselves as a talent, but their organizations clearly think otherwise. As 88% of employees who are
not seen by their organization as a talent
do perceive themselves as a talent for their organization, a potential mismatch is a realistic option. This can lead to employees feeling less committed and having an increased intention to leave their organization.
Differentiating in workforces is therefore not without consequences. Differentiation is however something that is desired by employees, as for instance can be seen in their desire for individualizing parts of their employment relationship (eg. adjusting their employment relationship to fit the individual in terms of content, scope, training needs, way of working, flexibility in working hours and location). Allowing this kind of differentiation between employees should be handled carefully, but has a huge potential in engaging and retaining (talented) employees.
Read more…
Loading ...
Posted on May 24th, 2012 at 12:11 pm by Tom van der Spek
|
Link
|
Theme: Business Transformation, Latest Post, Talent Organization | Tags: Client centricity, College graduates, Finance, Financial Services, Human capital strategy, Insurance, Millennials, New technology, Recruitment, Talent Management, Wall Street Journal
The Insurance Industry is going through an innovation and transformation process that has a lot of impact on the workforce. Focusing on client centricity, continuous improvements, using new technologies to increase employee productivity, all influence the way of working and the required skills that are needed to build and maintain a high-performance insurance organization. In the light of this transformation, the talent shortage in the insurance industry is a big concern.
According to The Wall Street Journal, insurance ranks 97th out of the 100 least-attractive industries for college graduates to enter. In addition, 50 percent of the current workforce will retire in the next ten years and retention rates are about 15 percent after four years. This implies that the pool of current college graduates can only replace half of the workforce set to retire. Therefore, insurers must transform their human capital strategy to be able to achieve high performance in this challenging environment. Three aspects of the human capital strategy are critical in facing this challenge: retaining top performers, recruiting top talent, and providing an operating model in which talent can thrive.
Read more…
Loading ...
Posted on April 16th, 2012 at 12:06 pm by Anja Montijn-Groenewoud
|
Link
|
Theme: Latest Post, Open leadership, Talent Organization | Tags: generatie Y, Mobiliteit, Nieuwe Werken, Talent Management, Werkgeverschap
Dit artikel is afkomstig uit de april editie van Informatie: maandblad voor de informatievoorziening.
Informatie, April 2012
Het is tegenwoordig voor bijna elke professional mogelijk om plaats- en tijd onafhankelijk te werken. Het Nieuwe Werken dus. Dit zorgt er onder meer voor dat talentvolle, hoogopgeleide ouders (met name moeders) werk en privé beter kunnen combineren. Dit komt niet alleen henzelf ten goede, maar ook de economie in zijn geheel. Bovendien helpt het ons bij de aanpak van de naderende vergrijzing. De komende jaren zullen zich immers kenmerken door een grote uitstroom van oudere werknemers.
Read more…
Loading ...
Posted on June 1st, 2011 at 6:34 pm by AccentureNL
|
Link
|
Theme: About Accenture, Latest Post, Talent Organization | Tags: Children, Foundation, Fundraising, Regenboogboom, Skyradio, Strengths, Superhero, Talent & Organization Performance, Voluntarily work
Blog post written by AdJan Brouwer. Adjan is a former blogger on Blogpodium and Executive Partner Talent & Organization Accenture Netherlands till September 2012.
With the determination to inspire, foundation
‘De Regenboogboom’ (the rainbow tree) believes that children are within themselves true super heroes and shows them that regardless of their illness (or any other ‘bad’ situation) they are still brave, strong and special. With their unique holistic approach and over 165 volunteers, the foundation offers children the confidence, strength and inner peace in their heavy journal often facing severe life threatening diseases.
By visiting children in hospitals, schools and at home, and using a crystal as an illustrative tool (let the sun shine through it – and a real rainbow appears), the foundation reminds children that it is not their illness that defines them, but the princess or superhero they dream to be. Inside each one of them lies true beauty and greatness.
Loading ...
Posted on May 5th, 2011 at 4:03 pm by AccentureNL
|
Link
|
Theme: Latest Post, Talent Organization | Tags: Analytics, Employees, Employment relationship, Human Capital, Idiosyncratic deals, Individualization, New way of working, Psychological Contract, Round table, Talent Management
Blog post written by Marielle Sonnenberg. Marielle is a former blogger on Blogpodium and Senior Manager Talent and Organization Accenture Netherlands till September 2012.
Do you know that there is a great business case for talent management? High investment in Talent Management practices leads to 30% higher fulfillment of the Psychological Contract, 20% higher commitment and 19% lower turnover intentions.
Talent Management is the capability to create and continuously optimize the talent resources needed to execute a business strategy. Research shows that Talent Management receives minimal attention within organizations (e.g. Accenture’s High Performance Work Study 2010). Investments are low and organizations find it often unclear how to best design Talent Management, what practices are most effective and by what talented employees are driven. Read more…
Loading ...
Posted on February 8th, 2011 at 4:16 pm by Jort Possel
|
Link
|
Theme: Talent Organization | Tags: banking, credit crunch, study, trust
The economic downturn that we have experienced has been to an extent the result of a lack of trust. Trust is an important driver in the purchasing process, both for consumers and businesses. Trust that the product will fulfill the cusomer needs that the consumer expects, trust that the company will fulfill it’s financial commitments before doing business with them, and the expectation that your money will still be there in 2 years if you put your money in the bank now.
In this era of uncertainty, trust is an important, but sometime still undervalued, asset for understanding how your business can achieve high performance. At a time when trust in business has suffered significant damage, Accenture outlines the issues and recommends a concrete strategy for building, measuring and improving an organization’s trustworthiness in a new study that Accenture has launched, titled: “Trust: Managing the scarcest commodity of all for high performance”. Read more…
Loading ...
