In a few weeks I’ll be publishing the first in a series of reports detailing both the disruptive and enabling effects of social technologies on talent management practices and technologies. The first of these reports provides a comprehensive look across nine primary categories of talent management, highlighting the evolution and transformations taking place as a result of social, mobile and cloud technologies.
Preliminary findings from this research have already been published in the latest edition of Workforce Solutions Review, a publication of the International Association for Human Resource Information Management (IHRIM). In that issue, I discuss a few of the emerging realities within the future of talent management:
- Talent sourcing and acquisition has gone social;
- Goals, initiatives and tasks are more immediate and transparent;
- Identifying top talent benefits from richer insights;
- The “system of record” becomes a portable, holistic profile; and
- Concepts in customer analysis are informing HCM analytics.
The article also looks to the future and notes that social and mobile experiences
are impacting more than just processes; they’re also impacting how software is being developed, delivered and consumed.