Results from The Fifth Annual Talent Management Study by Knowledge Infusion and Human Resource Executive® were published recently in HR Executive by Mike Brennan and some of the findings were surprising.
I didn’t find it surprising that 63% of the respondents report that they have trouble filling jobs and that they can’t find the right candidates. That’s been reported frequently.
It also doesn’t surprise me that more organizations than not will be increasing their investments in Learning/Development, Performance/Goal Management and Workforce Analytics/Planning services and technology. That’s obvious.
What really does surprise me is that 58% of HR executives believe that peer leaders in their organizations “do not buy into talent management.”
Lordy, I hope this isn’t the furniture conversation. And I’m willing to believe it isn’t because 83% of the respondents also believe that “many of our managers do not know how to manage people.” Additionally, 65% of the respondents believe that “many of our HR generalists/business partners are not equipped to consult with the organization on talent.”
Ouch. Either the HR respondents to this survey were all in a colossally bad mood, or they’re starting to look clear-eyed at their organizations and re-calibrate their challenges.
It’s clear that many organizations need to look at legacy systems and programs in the talent management arena (can you say annual performance review system?) and, according to this survey, they are. But focusing on leadership understanding and managerial effectiveness in talent management might be a strong first step.
It’s a great day for HR if the results of this survey mean a new focus on talent management effectiveness – at the top, in the middle, and most importantly, in HR.
But if it was just a systemic bad mood, we’re sunk. Because, in the words of one of my favorite movie characters in one of my favorite movies, “we have serious problems to solve, and we need serious people to solve them.”