Global Talent Trends 2019 – Mercer

talent

Mercer’s Global Talent Trends 2019 Report studies the revenue growth and digital transformation process differences between organizations to discover four key talent trends for 2019.

Main insights from this report include:

  • While only 18% of organizations were confident about their ability to change at speed, 30% of them believe they are capable of this in 2019. Almost every surveyed organization claimed that they are preparing for the future of work.
  • Only 30% of organizations are using talent analytics to decide on the effect of build, buy, borrow or bot strategy on performance results. 60% of them planned to spend more on automation in 2019.
  • Managers think that redesigning jobs will be the best approach to generate the highest ROI on talent investment. 65% of employees said that they would need job description to be defined clearly. Despite this, just 43% of HR executives reported currently redesigning jobs in preparation for the future of work.
  • A majority of senior managers predict that freelancers and contingent workers will significantly replace full-time workers in the next few years. 75% of workers said that they will keep working even when they past retirement age.
  • Most HR managers concern that reskilled employees will leave their organizations after reskilling. Most employees think that it’s mainly their responsibility to upskill, not their employer’s. The most popular reskilling methods used by HR include employee-directed learning, formal reskilling program and informal hands-on learning.
  • Providing more diverse rewards and compensation was rated as 2019’s most important rewards objective.
  • More than 30% of managers think that taking on more societal issues responsibilities will affect their companies in the coming years. Employees also claim that they feel a greater sense of belonging to their organization compared to their profession, function, department or their direct managers.
  • Almost every senior managers expect the competition for talent will increase in the coming year and 40% of employees admitted that they plan to leave their current job in 2019. However, just 25% of HR executives are using analytics to identify the reasons employees joined their organizations.
  • Managing employees’ work/life balance was rated as one of the best things organizations can do to help employees thrive at work by more than half of the surveyed employees. A majority of them also said that they would be open to working as a freelancer.
  • More than half of well-performed companies stated that their talent value proposition is differentiated in various groups, including casual employees. The most important factors hiring managers would want to learn from a candidate before making hiring decision were pointed out as potential for higher levels, technical skills and learning agility. Prior experience in a similar role was considered the least important on this list.

Full report here.