Summary
Commentators are currently polarised around the future of the HR function. Some suggest that the function is about to enter a boom period as after several years of cajoling, organisations are placing far greater significance on talent management and putting strategic HR activities at the heart of the business. On the other hand others believe that HR is still struggling to rise to the challenge and is destined to remain a transaction based cost centre for the foreseeable future. As with most things, in the truth probably resides somewhere in the middle. This article explores the evidence for both perspectives and suggests that solving apparently intangible human capital problems is the best way for HR to profit from the current circumstances.
The Case for Boom
In examining the factors contributing to the possible ‘boom’ scenario, there are at least four underlying developments which contribute to this[1].
The Talent Management Agenda
The most significant development is recent research conducted by Price Waterhouse Coopers (PwC) and McKinsey which suggests that talent management is now a major priority for business leaders. PwC report that 89% of 1,150 CEOs agree that the people agenda is a top priority and a further 67% believe this is where their time is best spent. Meanwhile, McKinsey state that “By far the most significant trend - cited by 47 percent of the executives - is the intensifying battle for talented people. Shifting centres of economic activity and increasing technological connectivity were the next most important trends, each with 34 percent.” Such data paints a clear picture that executives are now firmly focused on talent management as a key, if not the top priority.
The Growth of Talent Management Software
The second development is the growth of the talent management software market, suggesting that leaders are paying more than lip service to the “our people are our greatest asset” mantra. Gartner defines such software by saying that “most large companies have implemented an integrated set of administrative human capital management applications. Now, these companies are turning their attention to strategic talent management applications to get more value from their investments in people.” As reported by the Yankee Group, this market has a CAGR[2] of 26%, making the market worth $4.0bn by 2009. The forecast also seems to be holding good with Gartner analyst Jim Holincheck reporting more enquiries for talent management software this year compared to last, along with a record growth rate for 2007 of 20%.
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