An evolving issue facing most, if not all, organizations are the challenges and opportunities created by an intergenerational workforce. Take a look around your company or organizational and likely your workforce will be composed of Baby Boomers, Gen Xers, and members of Gen Y (also referred to as Nexters). Intergenerational management issues, coupled with the projected talent shortage created by Baby Boomer's upcoming retirement, will continue to evolve as a critical issue for organizations globally.
Drawing on the dynamic strengths and diversity of these different groups have implications for many areas of management including training, employe engagement, leadership, HR, as well as for business owners in terms of marketing, culture, hiring etc. Over the next few weeks, I will be looking at the different generational cohorts in this blog, along with some of my thoughts on implimcations for training, engagement, leadership and HR. I hope that you will stay posted and I am looking forward to your comments as well.
Stay Tuned,
Jennifer
Jennifer Britton, CPT, CHRP, CPCC
Potentials Realized
http://www.potentialsrealized.com
Monday, August 21, 2006
Thursday, August 03, 2006
2006 Top Human Capital Priorities
I came across an interesting article entitled "Preparation is Vital" by Kevin Oakes published in the July 2006 ASTD T and D magazine which outlines the Human Capital Top Priorities for 2006 (Source: IHRIM, Knoweldge Infusion). Before I give you the results, what are your the top three human capital priorities in your organization this year?
No surprize, with the forecasted talent shortage facing most parts of of North America due to the onset of baby boomer retirement, the number one priority for 39% of organizations surveyed was talent acquisition/recruitment. Closely followed in second place was leadership development (35%). Tied for third, was aligning people and business goals, along with performance management (34% each).
As an external consultant and coach, I am seeing many of these priorities reflected in the organizations I work with, partciularly leadership development and the alignment of people and business goals. As a business owner, manager or consultant, what are your thoughts on this? What are your human capital priorities for 2006?
Jennifer Britton
Potentials Realized
No surprize, with the forecasted talent shortage facing most parts of of North America due to the onset of baby boomer retirement, the number one priority for 39% of organizations surveyed was talent acquisition/recruitment. Closely followed in second place was leadership development (35%). Tied for third, was aligning people and business goals, along with performance management (34% each).
As an external consultant and coach, I am seeing many of these priorities reflected in the organizations I work with, partciularly leadership development and the alignment of people and business goals. As a business owner, manager or consultant, what are your thoughts on this? What are your human capital priorities for 2006?
Jennifer Britton
Potentials Realized
Subscribe to:
Posts (Atom)
