Randstad 2014 World of Work Talent Strategy Game Changers Series
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Wednesday, February 26 th Peter Yu, General Manager Hong Kong Randstad World of Work Report 2013/14 the talent strategy game-changer series breakfast
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The 2013/14 Randstad World of Work research — tapping into the perspectives of over 7,000 employers and more than 7,500 employees across Asia Pacific — confirms we are not just witnessing incremental shifts in the world of work, but game-changing forces that require fresh thinking and new, innovative approaches to building a sustainable talent strategy.
Transcript of Randstad 2014 World of Work Talent Strategy Game Changers Series
Wednesday, February 26th
Peter Yu, General ManagerHong Kong
RandstadWorld of Work Report 2013/14the talent strategy game-changer series breakfast
“We are not just witnessing
incremental shifts in the world of
work, but game-changing forces
that require fresh thinking and
new, innovative approaches to
building a sustainable talent strategy.”
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Game-changers
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3
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Leadership will ignite to drive talent-strategy
The innovation economy will create demand for new skills
Talent will drive the engagement agenda
How work will evolve from a place to a collaborative process
generational profile of leaders
14,500 across Asia Pacific
Males: 48% Female: 52%
respondents across the region
1946 - 1965
1966 - 1976
Born:
1977 - 1994
1995 - 2012
what’s keeping talent leaders awake at
night?
the single biggest human capital challenge in your organisation in the next 12 months
top human capital challenges
attraction
retention
workforce productivity
20%
19%
17%
2012
attraction
retention
workforce productivity
25%
22%
17%
2013
talent attrition
job departure intentions in the next 12 months
The new paradigm: planning for uncertainty
workforce planning lead-time
talent analytics to improve the odds
Percentage of organisations who utilise workforce analytics as part of their talent strategy
employers likely to outsource all or part of their talent strategy & recruitment process in the next five years
outsourcing the talent strategy
talent attraction
how organisations rate their ability to attract top talent
top three productivity challenges
Developing leadership skills for business growth
Filling critical vacancies
48%
38%
27% Lack of a multi-skilled workforce
are organisations across the region doing enough to
make good leaders great?
good leadership in short supply
talent attrition
job departure intentions in the next 12 months
level of job satisfaction
retention
32%
Top five most significant factor influencing a change in job by employees
23%
15%
To advance your career
To earn more money/benefits
34%
30%
15% To have better work/life balance
How organisations measure employee engagement and satisfaction 2012 vs 2013
employee engagement
Is the option to work remotely part of your current employment arrangements?
How does the ability to work remotely impact your job satisfaction?
flexibility in demand
how do you rate your orgnisation’s performance in creating flexible work options
which of the following workspace innovations appeal to you?
re-defining the workspace
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Game-changers
2
3
4
Leadership will ignite to drive talent-strategy
The innovation economy will create demand for new skills
Talent will drive the engagement agenda
How work will evolve from a place to a collaborative process
To download the e-version of the complete2013/14 Randstad World of Work Report: talent strategy series
please visit www.randstad.com.hk/wowr
www.randstadaward.com.hk
is your employer brand a talent magnet?
