Attract, upgrade and retain top talent

A fierce gap

Global economic uncertainty is constraining the supply of human capital worldwide. Compounding this fact is the mismatch between available talent and the demand for specific experiences and new skills. In fact, 74% of US-based CEOs expect to change talent management strategies in 2013, but over half consider talent scarcity skills as a potential threat to growth.¹ Companies have had to sacrifice new markets, innovation and other strategic initiatives all in the name of talent. Talent can’t wait.

 

Filling the skills gap

PwC Principal Ed Boswell, Principal Sayed Sadjady, and Partner John Karren talk about what companies are doing to address today's skills gap.

 

10Minutes on talent priorities

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Four ways your people strategy makes or breaks business strategy

 

Charting the talent strategy

PwC Principals Diane Youden and Ed Boswell discuss how a company's talent strategy can help capitalize on growth and other change opportunities.

 

Are you getting the most from your talent?

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Without clarity on performance management goals, objectives and level of effort, organizations are likely wasting precious time and money.

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People strategy makes business strategy

Companies are contending with these talent challenges by employing more creative approaches to attracting, developing and retaining top talent. These include greater mobility, flexibility, technological solutions, succession planning, compensation, and manager involvement in strategic programs. Leaders need to keep in mind that talent is not just about recruiting and hiring. A talent strategy should address every issue between sourcing and full worker productivity. In order to meet evolving needs, companies should take a big-picture approach and make sure their people strategies support business strategies by aligning them with overall business goals.

1. PwC’s 16th Annual Global CEO Survey, 2013