华信惠悦 - Talent Management -Attraction Retention.pptVIP

22nd ACI Asia Pacific Congress Talent Management -Attraction Retention by Eustace Gomez Attracting Retaining Talent The Playing Field - Environment Critical Issues in Talent Management HCI Asia Pacific Survey 2002 - Malaysia Report Attracting Retaining Techniques - Case Study Use of Technology in Talent Management Alternative Strategies in Talent Management Young Talent Sourcing vs Old Talent The War for Talent Conclusion October 30, 1973 October 19, 2000 The Changing Employee Environment Power has moved to high performing employees High performer opportunities have never been greater Employees are demanding and moving to organisations that provide appropriate recognition reward innovate and have access to technology Entrepreneurship versus stewardship is becoming the fundamental distinction The Changing Employee Environment Rigid pay scales abandoned in favour of flexible compensation: rewards and challenges that established companies have not been offering incentives for employees willing to take risks equity is the new currency Stock options and bonuses often tied to performance goals Attraction vs Retention 83% of employers are having difficulties in attraction 65% are having difficulties in retention The shortage of young employees and the aging of the workforce will continue for the next two decades * Extracted from HRT 2002 Global Meeting* RETENTION Shortage of Talent in Critical Areas Employers will do everything possible to retain best talent Affects everything from compensation benefits to work design “The most cost-effective employee you can hire is the one who already works for you” Workforce Management Rapid growth of post 50 working population will create a surplus of people for higher level management jobs available Companies must have policies practices to address this issue Will early retirement be offered or will jobs be changed? Dwindling Number of Young Employees Young talents will be smallest labour pool W