• What will be the three biggest challenges facing HR executives over the next
10 years? Retaining and rewarding the best employees (59%), developing the next generation of corporate
leaders (52%), and creating a corporate culture that attracts the best employees to organizations (36%).
• What will be the biggest investment challenge for organizations over the next
10 years? About two-fifths (43%) of HR professionals indicated that obtaining human capital and optimizing
human capital investments will be the biggest investment challenge.
• Which tactics will be the most effective in attracting, retaining and rewarding
the best employees over the next 10 years? The top four responses were providing flexible work
arrangements (40%); creating an organizational culture where trust, open communication and fairness are
emphasized and demonstrated by leaders (37%); providing employees with opportunities for career advancement
(26%); and offering a higher total rewards package than organizations that compete for the same talent (26%).
• How do HR Professionals expect the future workforce to evolve over the next 10
years? In terms of workforce size, the majority (69%) of HR professionals expect their organization to have a larger
workforce in 10 years. Just over one-half (54%) indicate that their use of contract/temporary employees will not
change, and 29% expect a growing proportion of contract/temporary employees. Nearly one-half (47%) indicate that
over the next 10 years there will be a greater proportion of full-time employees, whereas the other half believe the
workforce will stay the same (27%) or have more part-time employees (26%).
• Which HR competencies will be most critical 10 years from now? Over one-third of HR
professionals think that the four most critical competencies in 10 years will be business acumen (42%), organizational
leadership and navigation (40%), relationship management (37%), and communication (35%).
Key Findings (continued)
• What components (subcompetencies) of business acumen will be
most critical in 10 years? HR professionals expect the top three
components to be HR and organizational metrics/analytics/business
indicators (45%), knowledge of business operations and logistics (41%),
and strategic agility (41%).
• What bodies of knowledge do HR professionals rate as being the most
important in 10 years? The four bodies of knowledge that were rated
as most important were strategic business management, talent
management, change management, and workforce planning and
Which of the HR issues represent your biggest
• Talent Acquisition
• Succession Planning
• Change Management
• Compensation and Benefits
• Training and Development
• Talent Retention
• Health Care
• Legal issues
• Layoffs/ Hiring freezes
Toyota HR Chief, Interview in 2013
Right kind of Talent
T and D
Competency and Skills
LinkedIn survey, 2012 study
Managing Knowledge Workers
Managing Technological Changes
•3.7 million jobs currently open
•72% of members can’t find skilled workers
•82% of manufacturers can’t fill good paying, skilled positions
A BIG Challenge for HR to Address Now
•HR and Admin / HR and Law- Legal
•HR and Corporate initiatives
•HR, IR and Admin.
•HR- Land D
Ten years from now, which of the following competencies
do you see being most critical for the HR professional?
Ten years from now, when considering Business Acumen
for HR professionals, which of the following components
(i.e., subcompetencies) will be most critical?
Rate the importance of these bodies of knowledge for HR
professionals 10 years from now.
Note: n = 446. Respondents rated each body of knowledge on a scale from 0 (not important) to 10 (very important).
Body of Knowledge Average Rating (0 to 10)
Strategic Business Management 8.8
Talent Management 8.6
Change Management 8.5
Workforce Planning and Employment 8.5
Compensation and Benefits 8.3
Human Resource Development 8.2
Employee and Labor Relations 8.1
HR Technology 8.0
Risk Management 7.7
Global and International Human Resources 6.9
Role of HR
Tapping Skills Anywhere, Anytime
Managing Your People
The Rise of the Extended Workforce
Digital Radically Disrupts HR
Reconfiguring the Global Talent Landscape
Social Media Drives the Democratization of Work
How HR Will Need to Respond to a New World of
Five Questions That matter
for HR’s future
Alignment : Why does any HR program
matter to the business, and is HR truly
aligned to the business to provide value
Leaders: Why must HR foster leadership
within the organisation to drive success
Talent: Why does HR need to look at
future talent / skills necessary
Reward: Why-How must HR provide
incentives that are meaningful to
Apparemment, vous utilisez un bloqueur de publicités qui est en cours d'exécution. En ajoutant SlideShare à la liste blanche de votre bloqueur de publicités, vous soutenez notre communauté de créateurs de contenu.
Vous détestez les publicités?
Nous avons mis à jour notre politique de confidentialité.
Nous avons mis à jour notre politique de confidentialité pour nous conformer à l'évolution des réglementations mondiales en matière de confidentialité et pour vous informer de la manière dont nous utilisons vos données de façon limitée.
Vous pouvez consulter les détails ci-dessous. En cliquant sur Accepter, vous acceptez la politique de confidentialité mise à jour.