Global Talent Trends Rapport 2022-2023
Aansprekende organisaties brengen het werkplezier terug en creëren een betere toekomst
Dit is een moment van grote kansen: om de empathische benadering die tijdens de pandemieperiode is ontwikkeld verder aan te scherpen en een nieuwe manier van samenwerken te creëren die veerkrachtiger en duurzamer is en afgestemd op de nieuwe vorm van werken. Aansprekende organisaties brengen het werkplezier terug en creëren een betere toekomst
Vorig jaar vertelden bijna 11.000 leidinggevenden, HR-leiders en werknemers ons wat voor hen top of mind is. We hoorden luid en duidelijk dat ‘aansprekende’ organisaties voorop lopen in het hervormen van het werk, werken en de werkplek. Waar zijn zij op gefocust? Waar zijn zij op gefocust? Ons onderzoek toont aan dat ‘aansprekende’ organisaties vijf zaken gemeen hebben: ze zijn voortdurend aan het herijken om relevant te zijn, bedenken nieuwe manieren om samen te werken, zorgen voor welzijn, bouwen aan inzetbaarheid en gebruiken collectieve energie om verandering aan te jagen.
Volgens 2.474 HR-leiders over de hele wereld gaan deze inspanningen door in 2023. Ze geven aan dat deze prioriteiten, zelfs in het licht van sociaal-politieke en economische onzekerheid, centraal moeten blijven staan zodat organisaties en mensen kunnen gedijen.
Hoe klaar is uw organisatie voor de toekomst?
An upside-down world demands new ways to relate
Grandparents and grandkids are connecting on TikTok®
Computers know us better than we think
Our children now learn from chatbots
The challenges aren’t over yet
Organizations must adapt
60% of executives worry top talent won’t return to work
98% of organizations report significant skills gaps
81% of employees feel at risk of burnout
Turning the world right side up means …
Reflecting employee values
82% of employees expect their employer to do what’s right for society
Harnessing the positive
Employee’s top prediction is the future of work will be more balanced
Making moments matter
High growth companies are twice as likely to design work experiences for different personas
Welcome to the rise of the Relatable Organization
Global Talent Trends 2022
De vijf trends die de People-agenda vormgeven in 2022-2023
Prioriteiten voor HR-leiders verschillen per regio en sector
2023 priorities for HR leaders by region
Given the economic climate, where will you be investing in 2023? [Top 10 results]
List by region
Global: 1. Enhance employee experience, 2. Improve strategic workforce planning, 3. Design skills-based talent processes, 4. Rethink our compensation practices, 5. Improve total rewards policies, 6. Invest in re/upskilling, 7. Deliver total well-being, 8. Redesign work, 9. Reimagine our employer brand, 10. Ensure diverse groups are represented
North America: 1. Enhance employee experience, 2. Deliver total well-being, 3. Improve total rewards policies, 4. Design skills-based talent processes, 5. Improve strategic workforce planning, 6. Rethink our compensation practices, 7. Deliver on ESG commitments, 8. Evolve our flexible working culture, 9. Ensure diverse groups are represented, 10. Invest in re/upskilling
Latin America: 1. Enhance employee experience, 2. Implement automation, 3. Deliver total well-being, 4. Design skills-based talent processes, 5. Redesign work, 6. Improve total rewards policies, 7. Invest in re/upskilling, 8. Evolve our flexible working culture, 9. Ensure diverse groups are represented, 10. Improve strategic workforce planning
Pacific: 1. Enhance employee experience, 2. Improve strategic workforce planning, 3. Deliver total well-being, 4. Invest in re/upskilling, 5. Design skills-based talent processes, 6. Improve Total Rewards strategies, 7. Ensure diverse groups are represented, 8. Evolve our flexible working culture, 9. Rethink our compensation practices, 10. Reimagine our employer brand
Middle East and North Africa: 1. Enhance employee experience, 2. Improve Total Rewards strategies, 3. Design skills-based talent processes, 4. Rethink our compensation practices, 5. Invest in re/upskilling, 6. Improve strategic workforce planning, 7. Implement automation, 8. Deliver on total well-being, 9. Reimagine our employer brand, 10. Redesign HR operations
Europe: 1. Enhance employee experience, 2. Improve strategic workforce planning, 3. Rethink our compensation practices, 4. Invest in re/upskilling, 5. Design skills-based talent processes, 6. Improve Total Rewards strategies, 7. Deliver on total well-being, 8. Reimagine our employer brand, 9. Redesign work, 10. Deliver on ESG commitments
Africa: 1. Improve strategic workforce planning, 2. Invest in re/upskilling, 3. Design skills-based talent processes, 4. Deliver on total well-being, 5. Rethink our compensation practices, 6. Develop human-centric decision making, 7. Enhance employee experience, 8. Redesign work, 9. Improve Total Rewards strategies, 10. Reimagine our employer brand
Asia: 1. Enhance employee experience, 2. Rethink our compensation practices, 3. Improve strategic workforce planning, 4. Improve Total Rewards strategies, 5. Design skills-based talent processes, 6. Invest in re/upskilling, 7. Deliver on total well-being, 8. Redesign work, 9. Reimagine our employer brand, 10. Ensure diverse groups are represented
Prioriteiten voor 2023 voor HR-leiders verschillen per sector
Waar gaat u, gezien het economische klimaat, investeren in 2023? [Top 10 results]
Lijst per sector
Totaal: 1. Enhance employee experience, 2. Improve strategic workforce planning, 3. Design skills-based talent processes, 4. Rethink our compensation practices, 5. Improve Total Rewards strategies, 6. Invest in re/upskilling, 7. Deliver on total well-being, 8. Redesign work, 9. Reimagine our employer brand, 10. Ensure diverse groups are represented
Automotive: 1. Improve strategic workforce planning, 2. Enhance employee experience, 3. Design skills-based talent processes, 4. Improve Total Rewards strategies, 5. Rethink our compensation practices, 6. Invest in re/upskilling, 7. Redesign work, 8. Deliver on total well-being, 9. Ensure diverse groups are represented, 10. Develop human-centric decision making
Chemicals: 1. Enhance employee experience, 2. Design skills-based talent processes, 3. Improve strategic workforce planning, 4. Redesign work, 5. Deliver on total well-being, 6. Invest in re/upskilling, 7. Ensure diverse groups are represented, 8. Rethink our compensation practices, 9. Deliver on ESG commitments, 10. Improve Total Rewards strategies
Construction: 1. Enhance employee experience, 2. Rethink our compensation practices, 3. Improve strategic workforce planning, 4. Design skills-based talent processes, 5. Improve Total Rewards strategies, 6. Deliver on total well-being, 7. Invest in re/upskilling, 8. Implement automation, 9. Reimagine our employer brand, 10. Ensure diverse groups are represented
Consumer goods: 1. Enhance employee experience, 2. Deliver on total well-being, 3. Improve strategic workforce planning, 4. Invest in re/upskilling, 5. Rethink our compensation practices, 6. Improve Total Rewards strategies, 7. Design skills-based talent processes, 8. Redesign work, 9. Reimagine our employer brand, 10. Implement automation
Education: 1. Rethink our compensation practices, 2. Op vaardigheden gebaseerde talentprocessen ontwerpen, 3. Redesign work, 4. Enhance employee experience, 5. Invest in re/upskilling, 6. Deliver on total well-being, 7. Ensure diverse groups are represented, 8. Improve Total Rewards strategies, 9. Develop human-centric decision making, 10. Evolve our flexible working culture
Energy: 1. Enhance employee experience, 2. Op vaardigheden gebaseerde talentprocessen ontwerpen, 3. Improve Total Rewards strategies, 4. Heroverweeg onze compensatiepraktijken, 5. Rethink our compensation practices, 5. Invest in re/upskilling, 7. Deliver on total well-being, 8. Implement automation, 9. Ensure diverse groups are represented, 10. Redesign work
Financial services: 1. Design skills-based talent processes, 2. Enhance employee experience, 3. Improve strategic workforce planning, 4. Rethink our compensation practices, 5. Deliver on total well-being, 6. Invest in re/upskilling, 7. Evolve our flexible working culture, 8. Redesign work, 9. Reimagine our employer brand, 10. Improve Total Rewards strategies
Health: 1. Enhance employee experience, 2. Deliver on total well-being, 3. Improve strategic workforce planning, 4. Rethink our compensation practices, 5. Design skills-based talent processes, 6. Improve Total Rewards strategies, 7. Reimagine our employer brand, 8. Invest in re/upskilling, 9. Redesign work, 10. Werk opnieuw ontwerpen, 10.-282Ensure diverse groups are represented
Insurance: 1. Enhance employee experience, 2. Improve strategic workforce planning, 3. Implement automation, 4. Design skills-based talent processes, 5. Evolve our flexible working culture, 6. Improve Total Rewards strategies, 7. Rethink our compensation practices, 8. Deliver on total well-being, 9. Invest in re/upskilling, 10. Deliver on ESG commitments
Life Sciences: 1. Enhance employee experience, 2. Design skills-based talent processes, 3. Improve strategic workforce planning, 4. Rethink our compensation practices, 5. Improve Total Rewards strategies, 6. Deliver on total well-being, 7. Werk opnieuw ontwerpen, 8. Invest in re/upskilling, 9. Investeren in omscholing, 9.-305Ensure diverse groups are represented, 10. Evolve our flexible working culture
Logistics: 1. Enhance employee experience, 2. Improve Total Rewards strategies, 3. Invest in re/upskilling, 4. Design skills-based talent processes, 5. Deliver on total well-being, 6. Redesign work, 7. Rethink our compensation practices, 8. Improve strategic workforce planning, 9. Reimagine our employer brand, 10. Implement automation
Manufacturing: 1. Enhance employee experience, 2. Improve strategic workforce planning, 3. Design skills-based talent processes, 4. Invest in re/upskilling, 5. Improve Total Rewards strategies, 6. Rethink our compensation practices, 7. Ensure diverse groups are represented, 8. Implement automation, 9. Deliver on total well-being, 10. Ons werkgeversmerk opnieuw vormgeven
Professional Services: 1. Enhance employee experience, 2. Improve Total Rewards strategies, 3. Improve strategic workforce planning, 4. Rethink our compensation practices, 5. Invest in re/upskilling, 6. Deliver on total well-being, 7. Design skills-based talent processes, 8. Redesign work, 9. Evolve our flexible working culture, 10.Onze flexibele werkcultuur ontwikkelen, 10. Deliver on ESG commitments
Retail: 1. Enhance employee experience, 2. Rethink our compensation practices, 3. Improve Total Rewards strategies, 4.. Improve Total Rewards strategies, 4. Redesign work, 6. Design skills-based talent processes, 7. Deliver on total well-being, 8. Invest in re/upskilling, 9. Reimagine our employer brand, 10. Evolve our flexible working culture
Technology: 1. Enhance employee experience, 2. Improve Total Rewards strategies, 3. Improve strategic workforce planning, 4. Rethink our compensation practices, 5. Design skills-based talent processes, 6. Deliver on total well-being, 7. Reimagine our employer brand, 8. Invest in re/upskilling, 9. Evolve our flexible working culture, 10. Ensure diverse groups are represented
Benchmark uw organisatie
Aansprekende organisaties richten zich op vijf belangrijke gebieden: herijken om relevant te zijn voor alle belanghebbenden, het opbouwen van aanpassingsvermogen van werknemers en processen, het samenwerken als partners en het aanpakken van ongelijkheid, het stimuleren van resultaten op het gebied van de gezondheid van werknemers en het totale welzijn, het stimuleren van inzetbaarheid en het gebruiken van collectieve energie voor het aanjagen van verandering.
Hoe implementeert uw organisatie nieuwe manieren van samenwerken die herkenbaar, duurzaam en afgestemd zijn op de manier waarop mensen willen werken?
Benchmark uw strategie tegen de bevindingen uit het rapport van dit jaar.