The “War for Talent” has officially been over for years, yet we still read the same old jargon in the HR trades and the consulting brochures. 

Right now it’s easy to hire and hold on to good people. Many firms have cut back on recruitment staff, reduced pay and benefits and froze any employee development programs. 

That said, there are still key skill shortages, disengaged employees, and bad leadership.  The population is still aging.  Many can’t afford to retire.  Many are stressed and their families are not getting any healthier.  These are all inter-related workforce planning issues.  So, now it is more important than ever to work through workforce strategies and require HR strategies with your leaders.

•What are the skill sets required for different recovery scenarios?

•Who is the “talent” in these scenarios?

•How does your organization capability currently map to this?

•What proactive strategies can you put in place?

•How do you create an advantage from these strategies?

Organizations’ priorities, and therefore the skills required by HR professionals, will change during the next couple of years.  “Talent Management”  has become less of a priority.  Leadership Development and Employee Engagement will not.

•         Integration of WFP, TM and Compensation

•         Real estate planning and use of more virtual workplaces

•         Aging workforce – how have the trends changed

1. •        Issues with contractors and contingent workforce
   

2. •        WFP for the next 5 years
   

3. •        How work, demographics and the HR function are changing
   

4. •        Where are we on that journey today? 
   

5. •        What are key challenges and ways to address?
   

6. •        Share models/materials on how to engage leaders to take action