The Talent Management Crisis
There’s a growing problem plaguing the modern workforce, where each year employees report getting less and less fulfillment out of their jobs. Overall, employees today feel underpaid, unappreciated, and overlooked by their employers at rates unseen in the past. And they don’t know, or can’t find, the career resources they need to help them get out from under this crisis.
The problem is that a lot of businesses see such problems as performance-based issues plaguing individuals personally rather than an organizational failure, which leaves many employees lost when it comes to finding appropriate resources to turn to for help to address their concerns over inadequate career training and development in their places of work. The reality is that what employees are experiencing, and employers are struggling to resolve, is a crisis of talent management—or put more aptly, a crisis of the lack of talent management.
Historically, companies viewed training as something that starts at the point of hiring and ends 30 days, 60 days, 90 days, or 120 days thereafter. But many employers are now seeking to develop a team of efficient and motivated experts to fill the roles in their companies and are coming to the realization that training is an ongoing opportunity for all looking to expand their skills, and fulfill their career ambitions, at any stage of their employment. And they’re looking for guidance from leadership voices within the training management field on how to develop these opportunities and make them available within their organization, so their talent doesn’t feel compelled to seek it out elsewhere for want of proper direction from their employer on what resources are in place to set them towards the success and advancement they’re looking to reach in their careers—allowing both the employer and employee to ultimately benefit and profit from a shared point of interest concerning proper training and talent relations.
Traditionally, career development was a major component of a person’s expected employment experience in a line of work, but gradually over the past few decades this emphasis on development has eroded in the majority of the business sector. Coinciding with the digital age and rise of greater automation, employees started to feel less valued and overlooked for their individual contributions due to a perceived lack of continued training and reskilling, even when they continued to perform essential functions in their roles.
An employer company itself used to serve as the initial resource most employees could turn to for internal guidance on expanding their skillsets to ensure continued professional advancement in a heavily competitive workforce. However, despite many companies expressing a genuine interest in wanting to meet their staff’s desire for career growth, they are struggling on how to internally implement the programs necessary to satisfy their staff’s needs in this key area of concern that threatens to have immense consequences in terms of both the employee’s and company’s long-term performance and profits.
Stevic Strategic sees it as its social responsibility to mitigate and work to resolve this crisis of talent management plaguing the modern workplace, and all its efforts and projects are centered with this responsibility in mind.
To learn more about how Stevic Strategic can help you resolve or avoid a talent management crisis, contact us at succeed@stevicstrategic.com.
