On the other hand, access to a greater amount of data, as well as the Phone number list possibility of handling huge amounts of it offered by the new technology, has given rise to what we call HR Analytics for its acronym in English (Human Resources). HR departments must use HR Analytics to be able to carry out strategic management that allows them to respond to the new demands of managers. P Today more than ever there is talk of the strategic power of data. In this sense, how will the application of Analytics to HR influence talent management? R As we said before, HR Phone number list departments must use HR Analytics to be able to carry out strategic management that allows them to respond to the new demands of managers. Predictive analysis and customization of talent demand have an increasingly important role in said strategic management. Companies where their HR department does not use Analytics will be at a disadvantage when it comes to competing for the best talent. P There are numerous studies that speak of the reluctance of young talents to the traditional vision of a job and their demands to support above all the promotion of their professional careers and another series of employment benefits.
What should a company do to attract new talent and get it to Phone number list develop within the company? How to avoid the brain drain? R Companies must be aware that young talents are not looking for a job. What they seek, their ultimate goal, is to develop their talent during the provision of their services. New employees will never sign a contract with the company if they are not sure that they will have the opportunity to learn and develop while carrying Phone number list out their duties. Nor will they sign it if they cannot work with flexible working arrangements . And neither will they if the company does not cover contingencies related to their own health and that of their relatives. Therefore, what a company must do is to offer an employee value proposition (EVP-Employee Value Proposition) that takes into account aspects related to the workplace, the content of the work, the conditions for carrying out the work, with the welfare of the employee and with the remuneration proposal that must be global.
Among others. P What current trends are having the most success in Talent Experience Management (TXM)? R In addition to those that we have been citing, such as Analytics and EVP, I would highlight Phone number list onboarding that allows newcomers to integrate earlier and better into the company culture. Also some recruitment processes based on data (data driven recruitment) and where gamification is given prominence. P What do the new generations of workers value most when joining and staying in a company? R What the new generations of workers value most are the Phone number list values of the company, which today are asked to be social and environmental values . Also that the company acts with transparency towards society and towards the employees. Likewise, they value horizontality in the sense that the employee can have something to say and his voice is heard and taken into account. At the operational level, new hires value flexibility above all else. And not only in terms of the workplace.