In a certainly complex economic environment, marked by high inflation rates, difficulties in supply chains or energy, businessmen are clear that the answer lies in betting on talent. Attracting professionals with the necessary skills and abilities, building their loyalty and developing them becomes a strategic element for companies. Proof of this is that more than half of the managers (56%) surveyed in the latest Business Pulse survey, carried out by KPMG and La Vanguardia, plan to increase their workforce next year.
As a consequence, the main challenge for those responsible for the Human Resources area of companies focuses on finding the right talent, as stated by 64% of those surveyed. As well as the incorporation of specialized and qualified profiles, especially focused on the digital field (52%). Followed closely by the difficulties in promoting reskilling and upskilling of the workforce and maintaining the connection of employees with the culture and values of the company in the new work environment (48%, in both cases).
There is no doubt that knowledge of people is the main asset of companies, so properly managing talent is essential. An objective that becomes more complex in a context in which the demands and scrutiny of employees towards their companies is increasing. When asked about the actions they plan to carry out to retain their employees, managers of companies based or operating in Catalonia highlight the importance of strengthening the transmission of the culture, purpose and feeling of belonging to the company (68 %).
Secondly, there is the promotion of diverse, inclusive environments that promote equality, proof that the relevance of diversity climbs positions on the companies' agenda. Without neglecting the importance of training so that no one is left behind in a changing environment: 44% of those surveyed will promote a culture of continuous learning among their employees.
Undoubtedly, one of the consequences of the pandemic is the reconfiguration of the work environment towards more flexible work models that prioritize the well-being of employees, thus allowing a greater reconciliation of personal and work life. In this sense, the companies surveyed are committed to a hybrid work model, which combines the virtues of face-to-face work and teleworking, although most of them (72%) have a mixed system that prioritizes face-to-face work.
In addition to the implementation of new work models, another of the challenges that organizations face today is to adapt their value proposition to the concerns and needs of the new generations that are beginning to join the labor market.
As reflected in the results of the survey, one of the aspects that most attracts young talent is flexibility and conciliation between work and personal life (84%), expectations of growth and professional development, as well as having a professional project exciting and challenging (52% in both cases). Followed at some distance by identification with the company's purpose and values (40%).
In short, talent management has become a strategic element for companies, which are committed to the knowledge of their professionals as a way of responding to the complexities of the environment. To do this, a new work scenario is set up with the aim of attracting the most required profiles, with digital skills and abilities, and promoting the training of professionals. At the same time, the care and well-being of employees takes on special importance, with the promotion of new, more flexible, diverse and inclusive work models. Undoubtedly, the attraction and loyalty of professionals will be determined by the ability to reinvent themselves, even when the volatility of the environment continually changes the path to follow.
