In 2016, talent management will make changes regarding the approach to employee recruitment and evaluation, corporate culture and data analysis, according to TLNT.com. Let's take a look at the individual trends in more detail.
1. The end of traditional performance evaluations
Companies are increasingly turning away from the traditional process of annual performance evaluations. Microsoft, Accenture, Deloitte and Adobe have already done it (read more here). Instead, they are implementing more flexible systems based on the transfer of managerial feedback while working on individual assignments throughout the entire year. Even smaller companies will start looking for ways to evaluate employees more effectively in 2016.
2. Supporting employee engagement via corporate culture
Employers have become well aware of the fact that engagement is a key to retaining employees. Employee engagement is closely related to productivity, profitability and customer satisfaction. Engaged employees understand how their roles contribute to achieving overall corporate strategies. Companies offer them opportunities to grow, learn and develop their careers. But for all this to work well, companies must have clearly defined cultures. Only then they can select employees that fit in well and are engaged for the company.
3. Reaching out to talent on social networks
Social networks are playing an increasingly critical role in sharing corporate values and cultures with the outside world. Besides sharing content showing what it's like to work for the company, it's in the interest of companies to connect with potential employees and create broader networks to help inform about their vacancies. The time when it was enough to publish ads on job portals and wait for responses has gone. Today, companies need to build their employer brands and be able to convince passive candidates. That's what social networks are ideal tools for.
4. Data-driven decision making
Hiring and motivating employees based on the results of data analysis is another continuing trend. Comparing remuneration packages may show, for instance, what kinds of rewards can attract the best candidates. Analysis of the places where the best performing or most loyal employees come from can show where to look next time. In short, you can't improve anything you can't measure.
-kk-