Since 2012, Deloitte has completed a Global Human Capital Trends Report to help organizations understand how the workplace is being reshaped in terms of talent, leadership, HR challenges, and readiness around the world. It is one of the largest longitudinal studies that surveys and interviews more than 7,000 business and HR leaders from 130 countries.

The survey asked business and HR respondents to assess the importance of specific talent challenges facing their organizations. Below are the top five priorities from the 2016 Global Human Capital Trends Report ranked in order of importance and a brief description of each category. 

As you read over the list, consider if your organization would agree with these priorities?

1. Organizational design – 92%
The need for corporate leaders to change how their organization works. The focus has shifted from top-down hierarchy to a network of teams. Senior leaders would continue to cast the vision for strategy and direction and more empowerment is given to teams to deliver results through a culture of shared information and accountability.

2. Leadership – 89%
The need to strengthen, redesign, and improve how leaders are developed in order to keep up with the demands of business and the pace of change. More than half of the surveyed executives report their companies are not ready to meet leadership needs. The report’s findings recommend that organizations start earlier in developing young leaders and with more structured and scientific approaches.

3. Culture – 86%
“How things are done around here”. CEO’s and HR leaders now recognize that culture drives people’s behavior, innovation, and customer service. The CEO and executive team should take responsibility to consciously cultivate and manage the organization’s culture turning it into a competitive advantage in the marketplace. If senior leaders are not intentional about defining and shaping their culture, it will be defined for them. 

4. Engagement – 85%
“How employees feel about how things are done around here”. Engagement is viewed as a measure of corporate health and the temperature gauge of a company’s ability to proactively address issues on behalf of the workforce. Like culture, the report emphasized engagement is a business imperative for leaders at all levels, above all, the CEO.

5. Learning – 84%
Shifting from viewing Learning as a series of corporate programs built around L&D designed content to Learning as an “environment” and “experience”. This shift enables employees to learn from a wide range of internal and external sources to create individual learning programs such as easy-to-use portals, video sharing systems, and collaborative experiences.

How do these priorities align with your company’s priorities? Who in your organization would benefit from learning about the Global Human Capital Trends Report?

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