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As Randstad Sourceright prepared last years
Talent Trends Report we projected that 2020
would bealandmark year for futurists. As it
turns out, it was a most transformative year for
just about everyone.
Forhuman capital leaders, there were numerous unprecedented
challenges 一from developing safety guidelines and protocols to keeping
at-home workers engaged to revamping corporate communications
strategies. Through iall HR leaders became a guiding force fortheir
organizations by enabling their people to operate remotely and keeping
talent engaged. As CNBC pointed out, the coronavirus has clearly elevated
the importance of CHROSs during this time.
Fast-forward to a new year:in many ways HR is driving business success
as we pivot into a transformed global economy. Sectors severely affected
by lockdowns and restrictions, such as hospitality and travel, are turning
to their chief people officers for ever-changing guidance on operating
safely and planning for the eventual return of business as usual. Companies
fortunate enough to prosper during the pandemic are leaning on HR
to enable growth through massive hiring initiatives, such as the one
undertaken by Amazon.
Regardless of whether your company is hiring or retrenching, the C-suite
is counting on you for leadership. At no time has workforce strategy
been more critical to business outcomes than it is today, and you\' need
to elevate HRSs function further to meet and exceed expectations. Your
biggest challenges may stilllie ahead. How will you rewrite your talent
strategy playbook for 2021?
Mike Smith
global CEO
Randstad Sourceright~三
Our 2021 Talent Trends research, which gauged the outlook of 850 human
capital and C-suite leaders in 17 markets around the world, affirms the
challenges many organizations face, but also shows how businesses are
adapting effectively in the new normal. Nearly twor-thirds (65%) say the role of
HR has shifted significantly since the onset of the global pandemic.
And when it comes totalent, the acceleration of digital transformation has
meant many of the skills gaps companies faced before the pandemic have not
gone away. Addressing the need for good IE HR, and finance and accounting
skills remains a high priority. In fact, 40% say they continue to experience talent
scarcity in 由 while 28% say they cant find enough qualified candidates for HR
roles. Nearly 1in 5 (9%) need more finance and accounting specialists.
With uncertainty eclipsing your view, how willyou adapt your talent strategy
to prepare forthe road ahead? Start with good data and insights to guide your
way. Among allthe investments HR has undertaken in recent years, talent
analytics remain the top area of focus heading into 2021; 90% say they will
continue to budget for such data platforms after the pandemic subsides.
Beyond better insights, flexibility will be critical to accommodate rapidly
shifting market conditions. Right now we\'re witnessing an unprecedented
push by companies, which are tapping into more contingent talent in
response to economic fluidity. Flexible labor is increasingly viewed as a
powerful way to address critical skills deficiencies, cost efficiencies and rapid
access to agile reSsources.
Our data shows that a multiyear trend of converting permanent roles to
temporary ones reversed for 2021. In 2017, nearly one-third (29%) of our Talent
Trends respondents reported they had shifted permanent roles to temporary
ones, but that number fell each subsequent year to 21% in 2020. Our 2021
research shows expected conversions to temporary roles rose slightly to 229%6.
This shift to more contingent talent resources will not be without challenges.
Companies will need to consider how to attract and retain the best
temporary workers or face losing great talent to competitors within and
outside their industries.
The importance of talent during and after the pandemic cannot be
overstated. And its your job to answer the \"hows.\" How willyoufind and
acdquire the best talent? How can you reach the optimal balance of contingent
and permanent workers to fuel your business engine? How will you ensure
timely and cost-effective deployment of talent across the organization? How
can you create atransformed experience fortalent and hiring managers?
How are you introducing just-in-case and just-in-time talent supply chain
strategies, and how willyou ensure your organization is best enabled to
determine how work gets done?
These are tough questions you probably ask every day. But you can draw upon
lessons learned in 2020 to provide the data-driven advice, resourcing insights
and unwavering leadership that will drive growth in 2021. Addressing the 10
workplace trends that follow in this report will help your organization rethink
how work gets done to advance critical missions this year.
At no time in recent memory have human capital leaders assumed a more
essential role in the success of their businesses, and now you must continue
to have the courage to boldly face unprecedented challenges. Where will you
lead your organization next?
Mike Smith
global CEO
Randstad Sourceright~三
what are 2021S top talent trenqds?
focus on skills, not jobs，, remain flexible in afluid
to create value. economy to win.
drive workforce get ahead of a still-growing
decision-making with data. skills gap.
build a sustainable workforce fuel employer brand strategies
by repurposing talent. with your talent experience.
take workforce health &
wellness to center stage.
reshape the supply chain
with borderless talent.
sustain productivity gains
with digital transformation.
amplify the business case for a
culture of diversity & inclusion.
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