High Potential and Enterprise Engagement is Weak

As the recession recedes, companies will be challenged to reengage the committment of it's High Potentials.  During the recession expectations for  this population intensified, yet career opportunities, recognition, and reward suffered.  Improving engagement for High Potentials  will require innovative human capital practices as a condition of enterprise success!

Aging workforces and populations are a global trend. This shift calls into question the effectiveness of prevalent human capital approaches. The graphics perfectly illustrate the trend’s effects through 2025:

Aligning Organization Talent with
Business Strategy

As organizations transform and position themselves for future growth, there is a current need for disciplined development of staff to manage what are becoming more complex enterprises. Taking the medium term view, companies need to recognize that shifting demographics and declining engagement before the global recession compel a new way of planning for the future worker, and workforce - Talent Readiness.

Entry Workforces Generation Shift

While the approximate age of the entry level worker remains consistent their aspirations are substantively different from those of their enterprise colleagues. Ten years ago, companies were hiring Gen X workers for their entry level positions,  Now, the dominant generation for entry level positions is Gen Y and they bring with them different attitudes, beliefs and behaviors that are creating challenges for today’s managers.