In an ever-changing business landscape, leaders must keep an eye on the pulse of talent development initiatives to meet their long-term company goals and remain competitive in the marketplace. As industries move towards advances in automation and digital interfaces, many job responsibilities will begin to change or become irrelevant over the next decade and beyond.
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It takes considerable resources, time and a lot of effort to shortlist and hire a talented pool of employees. But hiring the right people is just the start. The best companies continually develop their staff. Talented and skilled employees will tend to depart when they start feeling undervalued, unappreciated or if their role does not have the professional satisfaction they sought when they came on board.
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The hiring process is stressful, any business leader will tell you. It’s not simply finding candidates with the right education and experience, they have to fit into your present ‘family’ of employees smoothly. Adding new employees to your workforce is tricky and requires more time than just about any aspect of operating a business.
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Employee engagement has plateaued to 70 percent for some time, with concerns about lack of career advancement opportunities being the top reason why employees quit their jobs, according to a LinkedIn survey of 7 million members.
Meantime, an estimated 45 percent of survey respondents said lack of potential career advancement was the main reason they left their job, while 59 percent added that perception of a better career path was the main reason they joined a new organization.
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