This is the time of year when you can’t swing a cat around the blogosphere without hitting up against a ‘2012 Predictions’ themed post. And since you are here at Fistful of Talent today perhaps wondering what insight about the world of work and for talent management in 2012 the FOT crew might have to share, I will sum all the ‘predictions’ articles up in one sentence for you. Ready? Here it is: In 2012, social networking, mobile technology, and an abundance of data about business and talent will be the big themes for the year.
The report cites six major drivers, (extreme longevity, rise of smart machines, the computational world, new media, superstructured organizations, and the globally connected world), that will combine and co-exist to drive disruptive change in markets and in economies that will ultimately influence the key workforce skills needed by organizations in 2020, and consequently impact how Human Resources and talent professionals are forced to adapt their recruiting, development, and rewards practices to meet the internal demand for these skills. Taking these six drivers into account, ten categories of skills that will be in demand in response to the changing conditions are listed. While some of these are kind of obvious, (new-media literacy and virtual collaboration), many are less apparent and more subtle and nuanced, (sense-making and social intelligence).
But beyond the simple 10-year out prognostication of what workforce skills savvy HR and talent professionals will need to cultivate and attract, the report concludes with some pretty prescient recommendations for the actual practice of talent management that are as relevant today as they will be in 2020. Namely, the need to reconsider the traditional methods for finding and identifying critical skills and for developing talent. And, perhaps more importantly, the need for talent pros to understand and assimilate the major environmental, economic, and demographic drivers when developing workforce planning models to support organizational talent and business strategy.
While I definitely recommend you take some time and read the 2020 report, admittedly it is a little arcane and perhaps a little disconnected from the practical and immediate concerns for most talent management shops today. So what though? It is a heck of a lot more interesting than reading another article about how ‘Mobile will be important in 2012′.
Steve Boese is fondly known to many as the HR Technology blogger. By day, he is the Co-Chair of Human Resource Executive’s HR Technology Conference. He is also a former Director of Talent Management Strategy at Oracle and an HR Technology instructor. Steve can also be found hosting the HR Happy Hour Show and Podcast … you know, where a bunch of HR pros get together and call in to talk about HR stuff. Sounds like an SNL skit, we know. But when you have Dave Ulrich, the grandfather of HR as show guests, well, I guess you’re doing something right. Talk to Steve via email, LinkedIn, Twitter or Facebook.