Globala talangtrender 2022
Upptäck hur organisationer tar tillfället i akt att omforma arbete, arbete och arbetsplats.
Globala talangtrender 2022-2023
Relatabla organisationer ger glädje och skapar en ljusare framtid
Detta är ett ögonblick av djup möjlighet: att plocka upp de verktyg för empati som lärts och finslipats under pandemiperioden och skapa ett nytt sätt att samarbeta som är mer motståndskraftigt, hållbart och anpassat till den nya arbetsformen. Relatable organisationer tar tillbaka glädjen i arbetet och skapar en ljusare framtid för alla.
Förra året berättade nästan 11 000 chefer, HR-ledare och anställda vad som är viktigast. Vi hörde högt och tydligt att relaterade organisationer leder vägen för att omforma arbete, arbete och arbetsplatsen. Vad är de fokuserade på? Vår forskning visar att relaterade organisationer har fem saker gemensamt: De återställs ständigt för relevans, tar reda på nya sätt att arbeta i partnerskap, levererar på totala välbefinnanderesultat, bygger för anställbarhet och utnyttjar kollektiv energi för att driva transformativ förändring
Enligt 2 474 HR-ledare runt om i världen fortsätter dessa ansträngningar till 2023. De inser att även när man står inför sociopolitisk och ekonomisk osäkerhet måste dessa prioriteringar ligga i centrum för organisationer och individer att trivas.
Hur redo är din organisation för vad som kommer härnäst?
De fem trenderna som formar människors agenda under 2022-2023
Återställ för relevans
Arbeta i partnerskap
Leverera på totalt välbefinnande
Bygg för anställbarhet
Utnyttja kollektiv energi
Prioriteringar för HR-ledare varierar beroende på geografi och bransch
Topp 10 resultat
2023 priorities for HR leaders by region
Given the economic climate, where will you be investing in 2023? [Top 10 results]
List by region
Global: 1. Enhance employee experience, 2. Improve strategic workforce planning, 3. Design skills-based talent processes, 4. Rethink our compensation practices, 5. Improve total rewards policies, 6. Invest in re/upskilling, 7. Deliver total well-being, 8. Redesign work, 9. Reimagine our employer brand, 10. Ensure diverse groups are represented
North America: 1. Enhance employee experience, 2. Deliver total well-being, 3. Improve total rewards policies, 4. Design skills-based talent processes, 5. Improve strategic workforce planning, 6. Rethink our compensation practices, 7. Deliver on ESG commitments, 8. Evolve our flexible working culture, 9. Ensure diverse groups are represented, 10. Invest in re/upskilling
Latin America: 1. Enhance employee experience, 2. Implement automation, 3. Deliver total well-being, 4. Design skills-based talent processes, 5. Redesign work, 6. Improve total rewards policies, 7. Invest in re/upskilling, 8. Evolve our flexible working culture, 9. Ensure diverse groups are represented, 10. Improve strategic workforce planning
Pacific: 1. Enhance employee experience, 2. Improve strategic workforce planning, 3. Deliver total well-being, 4. Invest in re/upskilling, 5. Design skills-based talent processes, 6. Improve Total Rewards strategies, 7. Ensure diverse groups are represented, 8. Evolve our flexible working culture, 9. Rethink our compensation practices, 10. Reimagine our employer brand
Middle East and North Africa: 1. Enhance employee experience, 2. Improve Total Rewards strategies, 3. Design skills-based talent processes, 4. Rethink our compensation practices, 5. Invest in re/upskilling, 6. Improve strategic workforce planning, 7. Implement automation, 8. Deliver on total well-being, 9. Reimagine our employer brand, 10. Redesign HR operations
Europe: 1. Enhance employee experience, 2. Improve strategic workforce planning, 3. Rethink our compensation practices, 4. Invest in re/upskilling, 5. Design skills-based talent processes, 6. Improve Total Rewards strategies, 7. Deliver on total well-being, 8. Reimagine our employer brand, 9. Redesign work, 10. Deliver on ESG commitments
Africa: 1. Improve strategic workforce planning, 2. Invest in re/upskilling, 3. Design skills-based talent processes, 4. Deliver on total well-being, 5. Rethink our compensation practices, 6. Develop human-centric decision making, 7. Enhance employee experience, 8. Redesign work, 9. Improve Total Rewards strategies, 10. Reimagine our employer brand
Asia: 1. Enhance employee experience, 2. Rethink our compensation practices, 3. Improve strategic workforce planning, 4. Improve Total Rewards strategies, 5. Design skills-based talent processes, 6. Invest in re/upskilling, 7. Deliver on total well-being, 8. Redesign work, 9. Reimagine our employer brand, 10. Ensure diverse groups are represented
2023 priorities for HR leaders vary by industry
Given the economic climate, where will you be investing in 2023? [Top 10 results]
List by industry
Total: 1. Enhance employee experience, 2. Improve strategic workforce planning, 3. Design skills-based talent processes, 4. Rethink our compensation practices, 5. Improve Total Rewards strategies, 6. Invest in re/upskilling, 7. Deliver on total well-being, 8. Redesign work, 9. Reimagine our employer brand, 10. Ensure diverse groups are represented
Automotive: 1. Improve strategic workforce planning, 2. Enhance employee experience, 3. Design skills-based talent processes, 4. Improve Total Rewards strategies, 5. Rethink our compensation practices, 6. Invest in re/upskilling, 7. Redesign work, 8. Deliver on total well-being, 9. Ensure diverse groups are represented, 10. Develop human-centric decision making
Chemicals: 1. Enhance employee experience, 2. Design skills-based talent processes, 3. Improve strategic workforce planning, 4. Redesign work, 5. Deliver on total well-being, 6. Invest in re/upskilling, 7. Ensure diverse groups are represented, 8. Rethink our compensation practices, 9. Deliver on ESG commitments, 10. Improve Total Rewards strategies
Construction: 1. Enhance employee experience, 2. Rethink our compensation practices, 3. Improve strategic workforce planning, 4. Design skills-based talent processes, 5. Improve Total Rewards strategies, 6. Deliver on total well-being, 7. Invest in re/upskilling, 8. Implement automation, 9. Reimagine our employer brand, 10. Ensure diverse groups are represented
Consumer Goods: 1. Enhance employee experience, 2. Deliver on total well-being, 3. Improve strategic workforce planning, 4. Invest in re/upskilling, 5. Rethink our compensation practices, 6. Improve Total Rewards strategies, 7. Design skills-based talent processes, 8. Redesign work, 9. Reimagine our employer brand, 10. Implement automation
Education: 1. Rethink our compensation practices, 2. Design skills-based talent processes, 3. Redesign work, 4. Enhance employee experience, 5. Invest in re/upskilling, 6. Deliver on total well-being, 7. Ensure diverse groups are represented, 8. Improve Total Rewards strategies, 9. Develop human-centric decision making, 10. Evolve our flexible working culture
Energy: 1. Enhance employee experience, 2. Design skills-based talent processes, 3. Improve Total Rewards strategies, 4. Rethink our compensation practices, 5. Improve strategic workforce planning, 6. Invest in re/upskilling, 7. Deliver on total well-being, 8. Implement automation, 9. Ensure diverse groups are represented, 10. Redesign work
Financial services: 1. Design skills-based talent processes, 2. Enhance employee experience, 3. Improve strategic workforce planning, 4. Rethink our compensation practices, 5. Deliver on total well-being, 6. Invest in re/upskilling, 7. Evolve our flexible working culture, 8. Redesign work, 9. Reimagine our employer brand, 10. Improve Total Rewards strategies
Health: 1. Enhance employee experience, 2. Deliver on total well-being, 3. Improve strategic workforce planning, 4. Rethink our compensation practices, 5. Design skills-based talent processes, 6. Improve Total Rewards strategies, 7. Reimagine our employer brand, 8. Invest in re/upskilling, 9. Redesign work, 10. Ensure diverse groups are represented
Insurance: 1. Enhance employee experience, 2. Improve strategic workforce planning, 3. Implement automation, 4. Design skills-based talent processes, 5. Evolve our flexible working culture, 6. Improve Total Rewards strategies, 7. Rethink our compensation practices, 8. Deliver on total well-being, 9. Invest in re/upskilling, 10. Deliver on ESG commitments
Life Sciences: 1. Enhance employee experience, 2. Design skills-based talent processes, 3. Improve strategic workforce planning, 4. Rethink our compensation practices, 5. Improve Total Rewards strategies, 6. Deliver on total well-being, 7. Redesign work, 8. Invest in re/upskilling, 9. Ensure diverse groups are represented, 10. Evolve our flexible working culture
Logistics: 1. Enhance employee experience, 2. Improve Total Rewards strategies, 3. Invest in re/upskilling, 4. Design skills-based talent processes, 5. Deliver on total well-being, 6. Redesign work, 7. Rethink our compensation practices, 8. Improve strategic workforce planning, 9. Reimagine our employer brand, 10. Implement automation
Manufacturing: 1. Enhance employee experience, 2. Improve strategic workforce planning, 3. Design skills-based talent processes, 4. Invest in re/upskilling, 5. Improve Total Rewards strategies, 6. Rethink our compensation practices, 7. Ensure diverse groups are represented, 8. Implement automation, 9. Deliver on total well-being, 10. Reimagine our employer brand
Professional Services: 1. Enhance employee experience, 2. Improve Total Rewards strategies, 3. Improve strategic workforce planning, 4. Rethink our compensation practices, 5. Invest in re/upskilling, 6. Deliver on total well-being, 7. Design skills-based talent processes, 8. Redesign work, 9. Evolve our flexible working culture, 10. Deliver on ESG commitments
Retail: 1. Enhance employee experience, 2. Rethink our compensation practices, 3. Improve Total Rewards strategies, 4. Improve strategic workforce planning, 5. Redesign work, 6. Design skills-based talent processes, 7. Deliver on total well-being, 8. Invest in re/upskilling, 9. Reimagine our employer brand, 10. Evolve our flexible working culture
Technology: 1. Enhance employee experience, 2. Improve Total Rewards strategies, 3. Improve strategic workforce planning, 4. Rethink our compensation practices, 5. Design skills-based talent processes, 6. Deliver on total well-being, 7. Reimagine our employer brand, 8. Invest in re/upskilling, 9. Evolve our flexible working culture, 10. Ensure diverse groups are represented
Benchmarka din organisation
Relatable organisationer är inriktade på fem nyckelområden: återställa för intressenternas relevans, bygga adaptiv förmåga i sina anställda och processer, räkna ut hur man arbetar i partnerskap och ta itu med ojämlikheter, driva resultat på anställdas hälsa och totala välbefinnande, uppmuntra anställbarhet och utnyttja energi för det kollektiva bästa.
Hur skapar din organisation nya sätt att samarbeta som är relaterade, hållbara och anpassade till hur människor vill arbeta?