Few HR Professionals Realize Workforce Potential as Key to Business Performance

FacebookWhatsAppTelegramEmailCopy Link

Against a backdrop of a considerable number of uncertain factors around the global economic environment, the economic outlook in Asia is likely to see fluctuations. According to economic data from the Hong Kong government, the pace of job creation slowed marginally to 1.9%, and moderated further to 1.3% year-on-year for private sector establishments, the slowest since September 2009, reflecting the conscious intention for organisations to reduce costs while driving performance and improving efficiency. However, as many as three out of four HR professionals have no visibility of workforce potential.

According to the Global Assessment Trends Report 2013 released by talent measurement solutions provider SHL, 77% of HR professionals worldwide do not know how workforce potential is affecting their company’s bottom line and less than half of organisations surveyed use objective talent data to drive business decisions. The study of nearly 600 HR professionals worldwide suggests that HR is overwhelmed by the volume of employee data and struggles to elicit meaningful insight that will help drive businesses forward and deliver results.

With organisations focused on restructuring, cost-cutting and growing the top line in tough markets, HR’s 2013 priorities reflect the organisation’s need to engage their talent (55% of those surveyed) and cultivate strong leaders (52%) to drive change. The report reveals the other priorities of HR professionals are performance management (49%), and workforce planning/talent analytics (43%); these priorities top the list for both established economies including Hong Kong and emerging economies including China. One major difference is that established markets focus more on succession planning while emerging markets pay more attention to training. HR priorities reflect the contention between balancing short-term employee productivity and performance with longer-term strategy of aligning talent to the needs and vision of the business.

“Our research shows that even though organisations measure employee performance, they have historically focused on efficiency data, like how well an employee is performing versus data that allows them to make a strategic talent decision,” said Chris Frost, Managing Director, SHL Hong Kong. “This means key information on talent potential and future capability is overlooked, effectively making targeted programmes that identify the next generation of leaders and nurture talent for critical roles ineffective. This increases succession risk for organisations, putting business performance and continuity in jeopardy.”

The challenge of big data
The report also revealed that HR professionals are facing a “big data deluge” with confusion over how to manage talent data to boost company performance. As of 2012, around 2.5 exabytes of data are created each day, which is set to double every 40 months. Two major challenges for HR to overcome are data quality and accessibility, and respondents indicated that there is room for improvement in these areas.

Despite workforce planning and talent analytics being referenced among the top five priorities, less than half of respondents (44%) said their organisations use objective data on employees’ competencies and skills to make workforce decisions and only 18% of HR professionals are currently satisfied with the way their organisation manages talent data. However, according to the upcoming report from CEB, SHL’s parent company, organisations that are effective at using talent analytics can boost employee bench strength, performance and retention by up to 19%.


Source: SHL Hong Kong

想收到更多JobsDB最新職場資訊?

熱門文章
工作的意義是什麼?香港一直都被人覺得是一個「搵錢至上」的地方,打工當然是為了「錢」。上班族為了「錢」工作多辛苦都不怕,平均每週工時長達52小時,早兩年更被評為一度「全球最過度勞累城市」。但疫情以來,打工仔對工作及金錢的看法有所改變!有國際人力資源機構於今年1月份進行調查,發現逾6成受訪打工仔認為最重要的價值是「Work-life balance」(工作與生活的平衡), 此價值在調查中10年來首次超越「吸引的薪酬及福利」選項。財務策劃行業因編排工作的自主性高,所以能讓人更好地達到「Work-life balance」,兼顧事業與家庭。  ▪ HR真心話!大專生疫境求職無回音?4招解救石沉大海的CV ▪ 過勞城市排行榜 香港第二﹗不要忽視搣手指、手震、呼吸困難等8大受壓症狀 打工仔3招趕走情緒污染...
你試過「好心做壞事」嗎?有時本着好意做的事,沒想到竟愈幫愈忙,造成反效果,近日就有網民於討論區發文,邀請大家分享一些「客人誤以為對店員係好事嘅野」,  樓主先拋磚引玉,舉出兩個例子:   髮型師幫客人洗頭時,客人因為不想髮型師太辛苦,所以會自行抬高頭,然而此舉卻令髮型師難以就力。  不少香港人吃完日本料理,都會把餐具收拾好,例如喝過麵鼓湯後,自動把湯蓋蓋好,卻令店員最後需要多做一下「拆蓋功夫」才能收去清洗。  帖文一出,不少網民也分享了更多客人「好心做壞事」的例子:  「喺快餐店自己拎個盤去回收,都講過好多次太多人咁做,個經理一係X個潔姐姐遊手好閒,一係覺得唔洗咁多人執枱,炒得」  「快餐店阿姐執盤順便抹埋張枱,你個盤自己拎走咗,阿姐根本就唔知張枱要抹」  「搭飛機食完個餐去廁所, 順手拎番個tray去pantry比空姐, 點知比佢西X我面」 ...
特首李家超上場後的第一份施政報告出爐,除醫療、房屋、教育等範疇,還特別為公務員的管理制定了一系列新措施,有市民認為此舉猶如將政府機構的管理模式私人企業化,例如推廣公務員培訓與發展、設立KPI和表揚榜,甚至設立「新罰制」,表明表現欠佳的公務員會遭到終止聘用,惹來不少討論。  小編整理施政報告公務員政策懶人包,並請來五位現職公務員分享其看法。如你有意申請政府工,又或已是公務員,想保住鐵飯碗,以下施政報告的七大重點必需留意,包括有四大制度革新,從基本的公務員守則改變,深入至​​奪人眼球的「新罰制」;以及三大新項目,針對公務員的個人長遠發展規劃。  D先生:加入政府部門8年,現職部門高級主任  B小姐:加入政府部門4年,現職行政主任  A先生:加入紀律部隊5年,現為署任部門主任  N小姐:加入政府部門11年,現職部門主管  T小姐,加入政府部門1年半,負責部門文書工作    四大制度革新  新罰制推行困難  KPI影響有限 ...

十大熱門搜尋

Scroll to Top

Processing, please wait…