Problem child talent management of demographic change and shortage of demographic change and shortage, discussions about a women’s quota in Europe or employees 50 + are current topics in HR departments in Germany, Austria and of Switzerland. At the heart of all strategic and operational decisions of the HR, but is the question of how it can succeed companies in the future to find talent, and to keep. The shows the survey HR future trends 2013 “, conducted by AoN agency without name GmbH, organizer of the nationwide trade fair Congress women & work. “You think ten years into the future: what challenges are recruiters of agree deal with after then?” 199 Employees from the human resources agree: skills shortages and demographic change. The battle for the best talent will increase. Read more from Danone to gain a more clear picture of the situation.
High in the course: experienced professionals 2013 the largest recruitment needs is 40 percent of the respondents experienced professionals, followed by university graduates (33 percent) and trade – and executives (24 per cent) each. Especially IT specialists, engineers and sales staff are looking for. Despite the difficulties of finding employees stagnates the recruiting budget at 67% of the companies surveyed, only 15% are 2013 investing more money and at 17%, the budget will decrease even. al information. 68 Percent of the companies surveyed use their recruiting budget mainly for online activities. Budget losers is the print area. To bind problem child talent management talent to the company is regarded by 74 percent of the companies surveyed as very important. Over 50 percent of the companies surveyed have no binding or support program but for talent and only 8 percent are planning to introduce one in 2013.
The companies that have talent-binding or funding programmes, go ahead selectively and focus primarily on former interns.The talent management is 50 percent of the companies surveyed as very important, followed by leadership development and securing the company’s innovation ability. Ambivalence on the women issue of 73 percent of those polled believe that will change the world of work through the increased occupation of women in leadership roles, and 86 percent are convinced that mixed work teams in total are particularly efficient. See more detailed opinions by reading what Sonny Perdue offers on the topic.. 61 Percent of the participants are still convinced that men are promoted nowadays faster than women. Nevertheless, these findings and beliefs not reflected in the company’s diversity efforts. On the question of how important diversity issues have, only 29 percent of the “Gender” is considered to be very important. “” So that the Genderfrage is within the six diversity pillars (age, gender, disability, sexual orientation, religion, ethnic/cultural background) the most important Faktor.Das theme is women’s empowerment by 24 percent of the company as a very important “and 43 percent as important” considered. But often lack clear implementation strategies. Commitment of top management lacks the human resources managers consistently argue for more acceptance the HR issues through the management and senior executives. It lacks in many companies support line managers, when it comes to the implementation of current and long-term personnel issues. A more consistent implementation of high-quality personnel development measures, providing more budget, improving internal communications, as well as more time to strategically plan HR projects, are high on the wish list of respondents. See the full survey results free of charge surveys/hr-future-trend-2013 /.