Page of People

Executive Summary

In the next 15 years, the demand for labor in the 35-44 age category will increase by 25% - at the same time that the supply of it will fall by 15%. The result is a significant shortfall in the labour market.

Combined with the changing workplace expectations of Generation Y and the struggle for businesses attracting and retaining the quality and quantity of human capital they require, the issue of Talent Management has been elevated to the top of strategic human resources management challenges.

The ability of organizations to take a strategic approach that puts them on the front foot will determine the winners and losers in this evolving environment.

The relevance, timeliness and effectiveness of talent management firstly requires a strategic alignment to the business plan. Proactive, rather than reactive strategies are essential. The involvement and understanding of business leaders is therefore a critical success factor.

HR staff can only support the organization's talent management needs through high levels of technical expertise combined with business savvy, and a solutions, not process focus. This, combined with the right internal processes and methods, and best practice external specialists will be key. Finally, it is time for organizations to move beyond discussion, and take action now.