Scared of the Future ? ! ?
Having workforce around the world, filling
offices with people from many different cultures, asking for skills which you
might not be able to cover with native people,… This and many more issues bring
up difficulties for managers all around the world.
However, what are the main three issues
that emerged in the US and how they should be managed
Globalization is an issue that became a common
topic today. Children already get in touch with intercultural training and
managers learn how to deal with people from different cultures and with
different backgrounds.
Therefore the outcome of a new survey made
by BCG (Boston Consulting Group) is even more surprising. For the survey 7,700
executives from 83 countries around the world were asked in order to find out
how companies in worldwide handle their people. The survey was held under the
name "Creating People Advantage: How to Address HR Challenges Worldwide
Through 2015".
What was the main message which was
communicated to BCG by the executives is that they actually do feel unprepared
to face the massive challenges which will come up in the future.
Out of seventeen issues which were
discussed in the survey the three most important/critical ones were chosen by
the executives:
·
Managing talent
·
Improving leadership
development
·
Managing demographics
Regarding managing talents globally. Ask
yourself first: What do you think how many companies do actually already seek
for talented people globally?
Answer:
50% of asked executives state their company
will start searing globally for talented people in the near future.
When it comes to leadership development
executives state that they want to start providing financial rewards to enhance
improved leadership. Nowadays however there isn’t much done for improved
leadership. According to the survey however, many companies will have a reward
system implemented by 2015.
Regarding the issue of managing
demographics companies will have to employment a new employment option system.
Executives state that they will start offering options to semi-retired or
retired workers and train employees for new jobs.
If you found interest in this topic please
go to BloombergBusiness to read about the survey in more detail.
http://www.businessweek.com/stories/2008-07-08/human-resources-the-big-issuesbusinessweek-business-news-stock-market-and-financial-advice
(4.11.2012, 13:11)
However I would like to stop here!
What do you think? What do you think will
be most important for companies within the next three years? And what do you
think about the issue of finding workforce globaly?
I personally think that finding employees on
a global basis requires a very strong management in order to be even able to
deal with the diversity and especially NEEDS of the international employees. Which
problems do you think will bring this new hiring system with it?
Let me know what you think!! J
Thank you Caroline for that interesting post!
ReplyDeleteI am absolutely convinced that companies have more and more troubles finding skilled labourforce, also here in Austria (which politicians call "Fachkräftemangel"). In some fields, intercultural issues might arise because people in these fields have never been in touch with people from abroad while in some sectors, such as import/export business, people have already experienced cooperation with foreigners. I think hiring somebody from abroad can be quite of a challenge, there is frequently a language barrier and immigration laws can be a big issue! Additionally, although skilled labour might be available elsewhere, these people will not necessarily be willing to leave their region/country, friends and family to work elsewhere. As a result, companies will have to offer relatively high salaries as well as non-monetary benefits in order to attract these people. In other regions of the world, talented people might actually leave their country because they are offered better jobs and conditions elswhere, which is frequently referred to as "brain drain". All of thse factors lead to plenty of difficulties for both businesses and politicians/governments in the future which will have to be overcome.
I would absolutely agree with Verena that companies will more and more face the challenge of finding labor force with the specific skills needed. However, I think this is where the problem already starts. Why should an employee go to a company where he will be required to use exactly the same skills that he already acquired at his last job, no matter where in the world, instead of being able to develop his skill set and broaden his horizon. I think companies should start to invest in their future employees much earlier than when they are already hired and might be granted a workshop or training. This would also avoid the issue of “brain-drain” since the education provided already connects with the dominant industry. Of course, people will seek a job in a field they are interest in and hence move to regions where they will be able to be educated and work in this field.
ReplyDeleteGoing back to the topic of sourcing human resources globally, I can see that possible intercultural issues might be a reason to delay or avoid the global seeking process. Other issues that could come up are different expectations in compensation, monetary as well fringe benefits, or living standards. However, having people from all over the world in your team will benefit you in the long term much more than many consider. They can provide you insight information into regions that are unfamiliar to us and have the necessary soft skills to communicate with people from other regions.