A decade ago, agile talent strategy was only a textbook term. Corporates were swarmed with talents waiting to be hired. The hiring and talent acquisition processes were a cakewalk. But not anymore. The pandemic year of 2019-2020 propelled the business world through unprecedented changes. Organizations witnessed an overnight transformation, the responsibilities multiplied, work from home became a new norm, and business goals took a setback, with survival taking precedence.
Additionally, remote working, a topic that was frowned upon by the head honchos and HR leaders, became a beacon of hope for several corporates to sustain their business operations. And now that people are getting vaccinated and the situation is getting better, many employees may seek out new opportunities depending upon how their employees handled the pandemic.
With the tolerance period coming to an end (perhaps!), employees may not feel the same way about work as they did pre-pandemic. Also, the economy is more dynamic than ever, and the evolving generation is no longer keen on sticking to the one-job-for-lifetime mantra, thus signifying that change in the talent markets is inevitable. Employee satisfaction and development have become an obligation, and employees no longer wish to compromise their future. Ergo, HR leaders have no choice but to embrace agile talent strategy to adapt to the changing trends in the labor market. But before we move on to developing an agile talent strategy, here’s a quick brief about the term.
You might also be interested to read: 6 Ways Of Identifying And Retaining Top Employees
What is agile talent strategy?
Agile talent strategy helps HR leaders keep up with the changing trends in the marketplace, economy, and business. The leaders must introduce new resources, tools, and strategies to help the employees stay ahead in their game, thus resulting in high productivity, employee satisfaction, and capabilities. The HR leaders also focus on individual growth rather than collective growth and open their workforce to other labor alternatives such as gig and remote workers.
Here are key factors that can help HR leaders develop a lucrative agile talent strategy post-pandemic:
Adopt a hybrid model: Reform your organizational culture and adopt a hybrid model to sustain employee satisfaction and business productivity. The pandemic has normalized flexible working, and team leaders have realized the importance of a hybrid model that allows employees to come to work only on certain (selected) days of the week. A structure that was earlier frowned upon, the hybrid model will initiate flexible working conditions for employees to work on- and off-site as per mutual convenience with the company.
Realign work responsibilities: Work pressure and the urgency to sustain business revenues propelled employees to pick up more work responsibilities than assigned pre-pandemic. The team leader (as a part of the agile talent strategy) must reassign responsibilities and invest in tools and resources that’ll help employees carry out operations quickly and easily onsite and offsite. To have a successful workforce, HR leaders must adopt strategies that will help their employees to be successful in the long run.
Invest in the right people: Investing in tools and resources is imperative, but so is investing in the right people. The pandemic witnessed an overnight digital transformation, and people responsible for performing and executing plans digitally; were not trained with the right tools at the right time, thus leading to operational failures. Also, the companies must invest in training sessions and technology-based workshops to train employees and help them stay abreast of changing trends.
Agile talent strategy is here to stay, bearing in mind the dynamic economy and the current business scenarios. Organizations must develop a successful agile talent strategy to enhance overall employee by focusing on flexible working conditions, individual employee, engagement, inclusion, and communication. Only a company with a successful talent management strategy will sustain through rapidly changing trends and stay ahead in the competitive markets with high productivity, employee satisfaction, and business turnovers.
References:
- Implementing an Agile Talent Management Strategy: The Perfect Model for a Crazy Economy | DrJohnSullivan.com | Dr John Sullivan | January, 4 2010
- Agile Talent Strategy: Why You Need It and How to Develop One | HR Bartender | Sharlyn Lauby | May, 4 2021
- 8 tips to make your talent management agile | LinkedIn | Anke Wolf | June 12, 2019
You might also be interested to read:
