How to attract and retain talents in a workforce nowadays?

Résumé du document

Staff recruitment and retention will be one of the success factors for companies, across the geographic and trade markets. Indeed, world population changes, the reduction of the workforce and its skills, in the next coming decades. Human capital becomes a rare resource, because, mainly, the Baby Boom generation reaches retirement. In our economy of the 21st century, this situation will be worse because of the falling birth rate and the slower population growth, the increase of the world competition and its 'brain-drain', lifestyle choices, the mismatch in demand/supply of labour within both the private and public sectors. These explanations denounce a current fact that, organizations have to worry about talent management.

Extraits

[...] How to attract and retain talents in a workforce nowadays? Table Of Contents 1 A workforce in change: the new expectations of the “Talents” A workforce in change The “Baby Boomers” The Generation X The Generation Y The new expectations of the workers How to face the “Talents crisis”? Develop an “employer branding” Attract new skilled employees Reinforce links with students Attract unemployed or “under-employed” people Engage workers in a long term relationship 8 Conclusion Bibliography S taff recruitment and retention will be one of the success factors for companies, across geographic and trade markets. [...]

[...] It is just like the workers who demonstrate the best competencies of the future business world. Bibliography Cohn, J.M., Khurana, R. and Reeves, L Growing Talent as if Your Business depended on It. Harvard Business Review pp.62-70. Collins, J Good to Great. New York : HarperCollins. Conger, J.A. and Fulmer, R.M Developing your Leadership Pipeline. Harvard Business Review pp.76-84. Deloitte Research “It's 2008: Do you know where you talent is?”[online]. [...]

[...] Employees prefer to put more intention to work than private life. Nowadays, they are looking for a huge social protection and compensations for their retirement period The Generation X Generation X is a term often used to describe generation born after the Baby-Boom, between about 1965 and 1980. However, the exact demographic boundaries are not well defined, depending on who is using the term, where and when. It is the generation that was raised in the 1970s and 1980s. “Generation X grew up in the generation” of the 1980s, and now they are able to see that it is not all it is cracked up to said Jackie Shelton vice president of Minor Advertising in Reno. [...]

[...] In other words, integrated practices in human resources management allow us not only to reduce the talent shortage but also to obtain financial results which will be appreciated by the top management. The McKinsey & Company (2001) study reveals this shortage in analysing American companies and it came to the conclusion that companies which manage their best talent people obtain better results for their shareholders. In a world in which demand is titanic and supply goes closed, we have to put in place the best strategy to face and resolve the skills shortage. [...]

[...] After studying the three big families of generations and their new expectations, we can propose a best practices strategy to face the Talents shortage. How To Face The “Talents Crisis”? As Peters says (2003: 249): must understand that [ ] “talent pool” has become the primary basis for competitive advantage perhaps the only basis for competitive advantage.” Nowadays, the “quality of human capital” becomes one of the success factors for companies. In this way, because there is a direct correlation between an effective corporate culture and achieving business success, potential employees have to feel the of the firm. [...]