Back to the Future…Thoughts about Talent Management

Remember the movie Back to the Future? In it, Doc Brown sent Marty McFly into the future (after going 30 years back in time to help his parents first).   Thirty years was a lot to imagine back then and watching it recently, the movie didn ‘t get it right. We don ‘t have hover cars fueled by nuclear fusion and the world doesn ‘t look a lot like the movie set.   But seriously, how could they ever imagine iPads in the hands of infants, free world wide calling on Skype, talking GPS on mobile phones, yet alone even the Internet. We need to practice some of the things these movie writers did and quit talking about Talent Retention–that ‘s the past, not the promise of the future–10,000 baby boomers are retiring every day between now and 2030 according to an Oracle contingent workforce study published in 2010. Therefore, we can only €œretain € so many people in our organization €”and some we will be glad to see go. So we shouldn ‘t only be thinking about managing retention right now but also about the organization of the future. What will it look like? We only have to look 5 to 10 years out to know that our workforce is going to look and behave very differently than it does today. To think that people that work in sourcing in the future have the same values as your (or my) generation is crazy. From recent studies on how to retain talent, we know that each generation has different values and is motivated by different things. So rather then focusing conversations solely on “retention,” our discussions should also include what skill sets our companies will need for the future €¦and where they will come from. We should be asking questions like:

  • How willing am I to create new worker engagement models that allow contingent, full-time, part-time and contract workers to all come together and co-create?
  • How am I going to be able to bring in expertise on demand and integrate them with my existing workforce?

Times are changing and Human Resources, recruiting strategies and work models need to do so also.   If we aren ‘t either automating or outsourcing low value transactional work, we have our heads in the sand.   With the speed of change in technology and globalization of our supply chains, we can only predict what the future will look like, but predict we should because it is going to change at a rate that will continue to make our heads spin. Our talent attraction/make-up/ and work models need to change at the same speed to be ahead of the curve and not find ourselves irrelevant in the not too distant future.

Dawn Tiura

Dawn Tiura

President and CEO, SIG

Dawn Tiura, CEO and President of SIG, SIG University and Outsource, has over 26 years leadership experience, with the past 22 years focused on the sourcing and outsourcing industry. In 2007, Dawn joined SIG as CEO, but has been active in SIG as a speaker and trusted advisor since 1999, bringing the latest developments in sourcing and outsourcing to SIG members. Prior to joining SIG, Dawn held leadership positions as CEO of Denali Group and before that as a partner in a CPA firm. Dawn is actively involved on a number of boards promoting civic, health and children's issues in the Jacksonville, Florida area. Dawn is a licensed CPA and has a BA from the University of Michigan and an MS in taxation from Golden Gate University. Dawn brings to SIG a culture of brainstorming and internal innovation.