ManpoweGroup：人才短缺報告（英文版）(12頁).pdf

1、Solving the Talent Shortage Build, Buy, Borrow and Bridge TALENT SHORTAGE SURVEY2018 With record talent shortages around the world, employers should shift their focus from just in time hiring strategies to becoming builders of talent for today and tomorrow. Developing the right blend of people, skil

2、ls, processes and technology is the only way to execute your business strategy, create value and improve peoples lives. With new assessments, big data and predictive performance we have the best tools to identify adjacent skills, help people shift into emerging roles and create clear career paths. F

3、or individuals, the appetite for learning and continuous upskilling will be the route to better employment security. For organizations, creating a culture of learnability so that people are equipped and open to adapt to move within the company or elsewhere is not just an operational imperative it mu

4、st be a strategic priority. In this Skills Revolution this is how we will find solutions to talent shortages, accelerate growth and help people build new skills for sustainable, meaningful careers for the long term. Jonas Prising Chairman in order to attract and engage the best and brightest, HR nee

5、ds to be a master marketer. BUY 2 To win in the digital age an effective talent strategy should have four parts: build, buy, borrow and bridge. Build your talent pipeline, buy skills where necessary, borrow from external talent sources and bridge people with adjacent skills from one role to another

6、to complement existing skills. BUILD, BUY, BORROW AND BRIDGE: OVERCOMING TALENT SHORTAGES IN THE FUTURE BUILD 1 2 BUY Invest in learning and development to grow your talent pipeline Go to external market to fi nd the best talent that cannot be built in-house in the timeframe required A new talent la

7、ndscape is emerging to meet the demands of the Skills Revolution. Faced with a high-change environment driven by technology, companies must create a culture of learning and put people first by developing a workforce strategy incorporating build, buy, borrow and bridge. This is how we will solve tale

8、nt shortages and enable individuals and organizations to reach their potential in the digital age. HR has traditionally been focused on permanent employees inside the company, yet when you need to complement existing skills, fill gaps for short term projects, or quickly find expertise you do not hav

9、e, its time to borrow talent including contractors or temporary workers. More and more skilled workers are choosing to work this way. 87% of all workers are open to NextGen work part- time, contingent, contract, freelance or temporary.6 Organizations must learn to cultivate communities of workers in

10、side and outside of the company. They need to explore total talent management solutions, be systems thinkers and better marketers, and tap talent in whatever form its available. BORROW 3 Transformation, digitization and automation has created a Skills Revolution where new skills emerge as fast as ot

11、hers become obsolete. Leaders have a critical job to optimize the skills they have and find alternative pathways so those whose skills no longer fit can bridge to changing or emerging roles. Where it is not possible to place people in new roles inside the organization employers need to treat people

12、with respect and dignity and help them to transition smoothly, applying their skills to new roles beyond the company. BRIDGE 4 6 #GigResponsibly: The Rise of NextGen Work, ManpowerGroup, 2017. 3 BORROW 4 BRIDGE Cultivate communities of talent outside the organization, including part-time, freelance,

13、 contract and temporary workers to complement existing skills Help people move on and move up to new roles inside or outside the organization Solving the Talent Shortage: Build, Buy, Borrow and Bridge | 11 JOIN THE CONVERSATION ONLINE ManpowerGroup 2018 ManpowerGroup. All Rights Reserved. ABOUT MANP

14、OWERGROUP ManpowerGroup (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organi

15、zations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands Manpower, Experis, Right Management and ManpowerGroup Solutions creates substantially more value fo

16、r candidates and clients across 80 countries and territories and has done so for 70 years. In 2018, ManpowerGroup was named one of the Worlds Most Ethical Companies for the ninth year and one of Fortunes Most Admired Companies for the sixteenth year, confirming our position as the most trusted and a

17、dmired brand in the industry. See how ManpowerGroup is powering the future of work: ABOUT THE RESEARCH ManpowerGroup commissioned Infocorp to carry out quantitative research in surveying 39,195 employers across six industry sectors in 43 countries: Argentina, Australia, Austria, Belgium, Brazil, Bul

18、garia, Canada, China, Colombia, Costa Rica, Czech Republic, Finland, France, Germany, Greece, Guatemala, Hong Kong, Hungary, India, Ireland, Israel, Italy, Japan, Mexico, Netherlands, New Zealand, Norway, Panama, Peru, Poland, Portugal, Romania, Singapore, Slovakia, Slovenia, South Africa, Spain, Sweden, Switzerland, Taiwan, Turkey, UK and USA. Data analysis was conducted by Reputation Leaders.