One study showed that, among younger workers, 68 percent said they heavily weigh remote options in determining whether to work for a particular company.
Fremont, CA: Ever since the pandemic outbreak, up to 91 percent of companies have started working from home. Here are four ways organizations can implement talent management with ease.
Reimagine Career Path
Businesses adapt to their strategies and workforce to the changing needs, and leaders need to customize their talent management practices to optimize opportunities provided by the new virtual landscape. Organizations that can identify the needs and scope of virtual work create and plan to adapt their approach to talents that will help maximize business value and position their organizations to achieve their objectives.
Recruit From the Broader Talent Pool
Eliminating geographic constraints allows for a new talent pool for the talent acquisition team. It can help recruit employees in another city or redistribute call center employees strategically so service delivery can span across time zones. Broader geographic reach allows for people to be in the talent pool who wants flexibility.
Drive Outcomes-Based Performance Management
Talent leaders can take dynamic roles in teaching managers about the possibility of bias toward on-site versus remote workers and migrating from focusing on how people work to managing results, like project completion, customer success metrics, revenue goals, and such. HR leaders reported that the most common complaint during the coronavirus outbreak has been from managers concerned about the engagement and productivity of their teams; some studies show significant productivity increases when work goes virtual.
Create a Skill Economy
Remote work helps utilize skills across boundaries and organizations. It builds a better-enhanced team, function, and department. Companies can handle available resources by having a more interchangeable network of skills.
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