enlace original Mark V. Hurd de ORACLE http://linkd.in/1gXB5TP
“… those CEOs say, that talent gap is presenting them with some significant challenges:
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31 percent said they couldn’t innovate effectively;
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29 percent couldn’t pursue attractive market opportunities; and
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24 percent had to cancel or delay a strategic initiative.
In many companies, a lack of CEO-level support for the HR organization and its mission keeps the HR team walled off from the ultimate sources of value in a company—revenue generation and customer engagement. This prevents HR executives from joining the rest of the company in using modern technology to gain new insights, make data-driven decisions, and engage with employees and customers more intimately and productively.
The impact these young digital natives will have on your company isn’t limited to their sheer numbers. In fact, the biggest influence they’ll have is their demand—not their request, mind you, but their requirement—that the technology they use at work provides them with the same degree of social immersion, accessibility, and collaboration as the technology they use in their personal lives. So the simple truth is that unless your company is offering these sorts of tools—indeed, these sorts of “workstyles”—then you’ll be sending a clear signal to recruits and new employees that you’re really not interested in hiring or keeping them.
For those companies that are willing to embrace the new social and mobile imperatives, you’ll find that modern HCM systems will improve employee engagement, productivity, and collaboration across the organization. By having social and mobile capabilities embedded in the key context of HR processes—from social sourcing, performance, and learning goal-setting and career management—these millennial-friendly companies will create engaging, two-way environments that don’t just allow but help people connect with each other and build mutually beneficial work relationships. These are significant changes, and they require full support from the very top of the company. CEOs have to take ownership of this issue to ensure the ongoing viability of their companies. Otherwise:
- If your HR team lacks the tools to exploit social technologies to find excellent new recruits, how can your company find and hire the best people?
- If your HR team lacks the tools to identify high-potential stars within your organization and help create new high-impact opportunities for them, how will you retain top talent?
- If your HR team lacks the tools to tie compensation decisions to business strategy and real-world results, how will you be able to keep up in today’s ultracompetitive marketplace?
