Only four percent in Europe, Middle East and Africa (EMEA) region’s respondents surveyed by Deloitte believe that their HR programmes are truly exceptional.
“This reflects a renewed desire to strengthen corporate talent development,” “Ghassan Turqieh, partner, management solutions at Deloitte ME, said.
One trend highlighted as of high relevance today by the smaller number of ME participants is ‘Branding the workplace’ which focuses on enhancing the talent value proposition and innovating the talent brand. Corporate brand and talent brand are two sides of the same coin.
The 2013 Deloitte global human capital survey introduces 13 global trends that are driving critical business and human capital decisions. The report provides information on these trends across global markets through a survey of over 1,300 business and HR professionals from 59 countries. The trends were categorized by level of intensity and maturity – from leading trends (those considered highly relevant over the next year) to rising trends (those considered relevant in the next 1 -3 years) to emerging trends (those relevant in the next 3 -5 years).
The Deloitte survey methodologies included conversations with clients, interaction with experts and industry professionals, as well as extensive analysis and discussions with senior Deloitte Human Capital partners and practitioners around the world in order to identify the critical current and emerging trends shaping talent, HR and global business over the next few years.
“412 (32%) survey respondents were from the Europe, Middle East and Africa (EMEA) region. The EMEA results clearly identify five leading trends that are currently shaping talent and HR strategies and programmes.”
The report finds that the EMEA results are almost identical with global findings. These are the war to develop talent: The talent management trend is switching from recruitment to development.
The Deloitte report further examined the top three pressing HR and talent concerns. Both global and EMEA respondents listed the same three concerns by priority as follows:
Developing leaders and succession planning 49% EMEA respondents; 55% global respondents sustaining employee engagement/morale; 46% EMEA respondents; 39% global respondents connecting HR and talent with business critical priorities; 35% EMEA respondents; 33% global respondents.
“Even small missteps can have big unintended consequences so paying attention to these trends can spell the difference between success and failure” said Turqieh.