The role of talent management within organisations is under constant pressure. As the economy twists and turns and company objectives adapt to follow suit, businesses and their employees must be agile and collaborative in order for relevant new competencies and skills to be acquired. It is vital that employees remain at the centre of this shift as a shortage of suitable digital skills remains a key challenge for the UK job market, putting business growth at risk.
For businesses operating on a global scale, a company-wide HR strategy is essential in order to align and engage the workforce. At the same time, localised teams must be provided with the flexibility to adapt to regional practices and cultural norms. For those that choose to implement HR technology to facilitate this approach, multiple currency and language options are a must to ensure that HR can be effectively managed locally, with no complications when adapting this information for the boardroom. Human capital management solutions, and it’s varied benefits, offer a range of different options to suit a range of business goals.
Almost 25 per cent of all job openings in the UK were left vacant in 2015 because employers could not find candidates with the required skills or knowledge to fill them . Recent research has also suggested that the UK economy could receive a £92m boost if firms were able develop their internal digital potential to its fullest . With companies under constant pressure to increase productivity and empower the company’s workforce, technology must become an essential business enabler to help alleviate the UK’s skills shortage and fill the vacant job openings.
Human capital management providers are aware of the value of correct management in the recruitment stages. Read more
There are now more vacancies than job seekers in 32 of the top 50 UK cities
 with the UK witnessing steady growth after a lengthy economic downturn. With these trends expected to continue, employee turnover, disengaged staff and the recruitment challenges facing organisations are set to become growing areas of concern in the boardroom.
Staff retention is a big issue for businesses. With a recent report revealing that 75% of UK employees applied for a new job in the past year, organisations must swiftly look to redress the balance. The first step in this is becoming transparent about what can be offered to staff in the short, medium and long term: after all, career progression remains a sizeable motivational factor for many.