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Unformatted text preview: therlands, and Russia did not consider both of these to be of utmost importance. (See Exhibit 3.) Strategic workforce planning and enhancing employee engagement also consistently ranked high. Returning to the matrix in Exhibit 2, topics with low future importance and high current capability fall in the green zone at the lower-le corner. Managing labor costs and restructuring the organization, for instance, are per- Strategic workforce planning was viewed as fairly important for the future, but current capabilities were rated Exhibit 3. Managing Talent and Improving Leadership Development Ranked High in Most Countries Matrix analysis North America Country Subject Latin America United Canada States Brazil France Germany Managing talent 1 2 4 1 Improving leadership development 2 1 1 2 Strategic workforce planning 3 3 3 Enhancing employee engagement 4 4 2 1 2 3 2 3 1 2 2 14 2 2 1 1 2 1 1 13 4 5 5 5 4 4 4 3 13 3 3 3 5 2 3 2 3 5 4 3 8 2 4 5 5 3 5 4 4 4 Improving performance management and rewards New Philip- Mentions China Australia Zealand pines in Top 5 1 5 5 Pacific 1 2 5 5 South Africa Asia 3 1 3 Becoming a learning organization Rank United Saudi Netherlands Russia Kingdom Arabia 4 Managing change and cultural transformation Improving employer branding 1 Italy 5 Transforming HR into a strategic partner Measuring workforce performance Middle East Africa Europe 4 5 4 1 5 3 5 3 12345 Sources: Proprietary Web survey with 5,561 responses; BCG/WFPMA analysis. Note: This exhibit shows those countries where the number of respondents exceeds 50. C P A ceived as not critical, because they were addressed during the crisis. seem to have improved their assessment of employees’ performance. Thirteen topics fall in the yellow zone, where challenges do ◊ Becoming a learning organization decreased slightly in not pose immediate danger and can be addressed before future importance but remained close to the red zone. they move into the red zone. However, we should highlight In a fast-changing environment, there is a premium on several yellow-zone topics for which current capabilities skills and knowledge that help people adapt to the are low and we believe future importance changes, as well as a premium on mastermight have been underestimated. ing new digital channels of learning. ComManaging panies should also capture the knowledge demographics declined Managing demographics, which goes hand of older employees before they retire. in future importance in hand with strategic workforce planning, declined dramatically in future impor◊ Improving performance management and yet in our view remains tance aer 2008 because of pressing shortrewards had a slight increase in future imhighly relevant. term concerns. However, in our view this portance, probably because of wide pubtopic remains highly relevant to multinalic debates on executive compensation. tional companies. Populations in many developed countries are skewing sharply older, causing waves of retire◊ Managing chan...
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This document was uploaded on 09/30/2013.

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