Most organizations are looking at how they can best source skilled talent to keep productivity in step with demand. First of all, organizations need to ensure they have the right skills mix on a proactive basis. Interviewed executives were definitive in their view that TTA was not only a “good idea”, but a necessity as we enter the next decade. Organizations agreed that a cohesive and comprehensive strategy on how their business acquires and utilizes the right talent and skills to remain competitive will be of paramount importance.
Those survey respondents who either have a TTA program in place or are considering implementing one within the next two years outnumbered those who neither have a plan in place nor plan to implement one by a factor of three to one (77% vs. 23%).
Additionally, we saw a large response from companies believing they are behind the talent management curve and had an urgent requirement to implement solutions that will allow them to catch up.
Organizational Priorities Imply a Strong Need for Total Talent Approach
3:1 Ratio of those with TTA in place or considering it to those having no plan
Please indicate importance of having these strategies and practices in your organization today or within the next two years (Net importance scores)
However, it is obvious that the critical ingredients required to successfully implementing a Total Talent Program lagged significantly behind our respondents’ capabilities.
We asked survey participants to indicate the importance of various strategies and practices. Six out of nine potential strategies were selected by more than 75% of respondents as being important or extremely important. This heavy concentration in responses among so many supportive strategies and practices demonstrates a strong need for TTA.
This article is an excerpt from a whitepaper Toward a Total Talent Future, A competitive Business Advantage by Alexandar mann Solutions.
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