Julie Towers comments on Eversheds Sutherland research: The War for Talent

 

It’s been 18 months since Eversheds Sutherland launched their HR 2020 report in association with Winmark. And while the report still offers relevance and context for HR professionals, major geo-political change means navigating the way there must be adjusted. This is the landscape in which Eversheds Sutherland launch their 2017 report, which highlights those adjustments, aims to achieve a global perspective and focuses on the most striking challenges for HR teams.

Of those, the war for talent is a key area.

Eversheds highlights that 2014’s The Working Futures report released by the UK Commission for Employment and Skills (UKCES) identifies a continued trend towards more highly skilled, white collar occupations.

That report expects some 2 million additional jobs to be created for occupations such as managers, professionals and associate professionals between 2012 and 2022. These occupations are expected to increase their share of total employment from 42% to 46%.

In addition, another UKCES report, ‘The Labour Market Story: Skills for the Future’, forecasts a continued polarisation between high skilled and low skilled jobs, while the number of jobs requiring mid-level skills are declining.

This creates a scenario where, on the one hand, demand for highly skilled workers is increasing but on the other it becomes more difficult for workers to progress to highly skilled jobs, the war for talent becomes a trend that HR directors expect to impact their workplaces.

Talent management is also one of the top five HR priorities for non-executive directors, indicating that the urgency of dealing with this issue is recognised across the board.

Julie Towers, Managing Director of Penna, said “Our recent survey of public sector Chief Executives revealed that the things that keep them awake at night are talent attraction, talent development and talent retention. Add in the issues we’re facing in terms of Brexit, significant reduction in Government funding and a General Election, you can see how important these challenges are. While many of our public and private sector clients have been facing up to the challenge of positioning themselves strongly to attract skills, they are also recognising the parallel need to invest in development, training and skill acquisition for their employees. If they get this right it will of course also influence their ability to acquire talent.”

Wednesday, 24 May 2017

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Julie Towers comments on Eversheds Sutherland research: The War for Talent
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