HR Execs Concerned About Future Leaders

A recent study by IBM has found that more than 75 per cent of HR executives are concerned with their ability to develop future leaders, and given the explosive growth in emerging markets and the retirement of experienced personnel in more mature economies, companies are placing their growth strategies at risk if they cannot identify and develop the next generation of leaders.

A recent study of more than 400 HR executives from 40 countries found that leadership issues are surfacing worldwide, with organisations in every corner of the globe being impacted. Companies in the Asia-Pacific region are most concerned with their ability to develop future leaders (88 per cent), compared to Europe, the Middle East and Africa (74 per cent) and the US at 69 per cent.

“The ability of an organisation to look ahead and identify the skills it will need in the future, and then rapidly develop a critical mass of individuals with those skills in a cost-effective manner, will be a core competency for those companies looking to compete in the globally integrated world,” said Randy MacDonald, senior vice-president of HR for the IBM Corporation.

The study, which was developed by IBM Global Business Services’ human capital management practice and the IBM Institute for Business Value, with assistance from the Economist Intelligence Unit, found that rotating employees across divisions and geographies is also an important way to hone future leadership talent.

Yet, 36 per cent of HR executives stated that rotating leadership talent is a significant challenge in developing future leaders. Another key challenge is the generation gap – passing on knowledge from older to younger employees (28 per cent).

In addition to being unable to develop effective leaders, 52 per cent of HR executives said a significant workforce-related challenge facing their organisations is the inability to rapidly develop skills to address current and/or future business needs. Furthermore, more than one-third of study participants stated their employee skills are not aligned with current organisational priorities (36 per cent).

“In today’s business environment, organisations worldwide need to have a pipeline of future leaders who can deliver on today’s commitments, drive workforce and enterprise transformation, and lay the groundwork for future growth,” said Tim Ringo, global human capital management leader, IBM Global Business Services.

“Effective leadership not only guides individuals through turbulent business conditions, but creates a climate that attracts and retains high-performers, who will be in increasingly short supply in the future.”

For many companies participating in the study, turnover continues to increase. Forty-seven per cent of the organisations surveyed said that employee turnover has increased over the past two years, while only 16 per cent said it has decreased.

HR executives and line-of-business executives appear to be more concerned about developing existing employee skills than attracting new talent. Many believe their corporate reputations will allow them to attract and retain the people they need. While 52 per cent indicate an inability to rapidly develop skills is a primary workforce challenge, only 27 per cent state the inability to attract qualified candidates is a problem.

An underlying cause according to the study is that HR executives believe that despite the ongoing war for talent, they are more capable of attracting and retaining talent than their competitors. Almost 60 per cent of HR executives surveyed feel they attract and retain talent better than their peers, while only 10 per cent state they are less effective.

 

18 March 2008

Comments

[HR Jobs]

Forecasting their need for human resource seems to be one of the areas where many companies mainly tend to lag behind. It is a detailed process where each department must work in tandem towards a common goal.