According to the economic growth, technological maturity, until the business practices of many factors in these areas, the problems of differs in global staff. In the Asia-Pacific region is the right thing, perhaps in Europe or America would simply not correct.

Unfolding "competition for talent

In the past few years, the global business newspapers talking about the unfolding "war for talent." Turnover rates are rising. Globalization, employee statistics change and change of attitude, so that today's employees are uncertain drift. Now, more difficult than ever to attract and retain experienced employees

Nevertheless, there are still many companies have not put more effort or resources to be used in the competition for the new war for talent. Does this mean that they have mastered the recipe for attracting the best new employees?

Our research shows that managers overestimate their ability to attract the best and most promising aspects of the capability of the staff should be very cautious. In fact, acquire and retain the best talent in the next few years is likely to become increasingly challenging. Why is that? The reasons include:

鈥 Older workers leave

鈥 The younger workers (especially born between 1981 to 1995, the "Y Generation") are not enough

鈥 The increasing demand for talent all over the world

Case study: Talent agencies

How to attract the next generation of employees?

In today's fast-changing world, how a company with 60years experience to become a best employer? Global talent agency value this only by authorizing in accordance with realization of several key trends:

鈥 The location of individual pairs of virtual work of the increasing demand for

鈥 With the aging workers retire and young workers to join the staff in the changing composition of

鈥 The only market opportunity is positioned to understand the organization of future work


Organizations in the online virtual community "Second Life," set in place, in which residents (also known as avatars) in a variety of three-dimensional environment to live and work. In the enterprise virtual islands, job seekers and employers together in an online meeting space in the understanding of the virtual world of work, share ideas and exchanges. The island also provides useful resources, learning tools, and can provide recommendations on-site guidance.


鈥 Contribute to a candidate in the next-generation technology, cultivate awareness among the elite

鈥 Promoting enterprise traditional business transactions

鈥 Customer base through online exchanges, companies can be always leading the market.

Who have leadership ability?

Our research shows that 76% of companies indicated a lack of leadership is one of the major problems it faces. Who is capable for the organization of direction? Who will lead the necessary innovation? Without excellent leadership, company will face enormous obstacles to development. And this situation happened in many companies nowadays!

This is not just for searching current leaders, but also train leaders for future. To give staffs a challenging role, to encourage them to use new skills along the way without hindered future progress. Otherwise, company may loss valuable staffs, who may flow to competitors.

Successful companies will do:

Get team members together to learn from the activity and experience. In order to advance staff鈥檚 ability of solving real business problems

Allow senior leaders to guide teams to work together in pairs, and open leadership and skills

Training Program provides job training, classroom experience and self-management Web-based training

Job rotation so that employees experienced a variety of issues, organizations can meet the challenge to measure the effectiveness of staff

Hybrid learning will be combined with distributed technologies (such as e-learning) and the more traditional classroom training

Case learning in a bank

Building leadership expertise through the hybrid learning

In deregulation and intense competition, leading banking groups need to be able to be more agile to respond to market demands. It identified two management development goals:

To train managers to advance abilities of supervision

Develop staff expertise through innovation


Hybrid learning methods through the use of the following banks for the first-line manager of the introduction of a new Enterprise Development Program:

鈥 Learn from classroom

鈥 peer collaboration

鈥 in-service management guidance

鈥 hire experienced managers to guide

Approximately 750 managers of the core technologies (such as communication, guidance and team leader) training.


鈥 throughout the organization to introduce a common model of management and leadership

鈥 Increased communication manager for strategic insight and the ability to hire staff

鈥 change the culture, when the 750 core group of managers and their teams to share their learning achievements, on the right approximately 3,000 employees have had an impact

鈥 to achieve a great return on investment, and a significant impact on business results

Try to rule out the speculation factor in planning staff.

because of their lack of analysis of the problem at hand and necessary skills, but because there is no correct data. Moreover, even if these data exist, it can not obtain. Re-experienced analysts can not out of thin air to make fact-based decision-making staff

How to solve? It鈥檚 emerging a new field called staff analysis.

People taking up the challenge

Damai鈥檚 鈥渁ging employee鈥檚 diagnosis鈥 makes organizations can expect the aging impact on their employees and take action to manage. For example, the consultant can assess for the 3,000 employees, and employees of aging concrete implementation of the final to less than 200 employees, thereby greatly reducing its management costs and complexity.

Case Study: Health Care Company

Better data = better employee plan

Medium-sized enterprises need to transform their health-care project-based research and development staff in order to meet evolving needs. The companies need a consistent, automated demand forecasting process to make decisions faster and modeling program. This requires a data-driven employee management practices


Company to make a type according to the skills of employees of their classification and based on the role of skills development category; and then based on identifying the role of staff and employees under the project to track the distribution. Such a more structured, data-driven approach allows companies to anticipate their permanent work, the contractor work and outsourcing needs


鈥 Staff planning more closely

鈥 provide data for resource managers to be assigned to work with a group of appropriately skilled individuals

鈥 Through a clear estimate of the maximum and minimum number of employees, and distribution and availability, and professional skills suited to the new project can now be more effectively deployed staff .

鈥 Through better allocation of work to their employees, short-term contractors or outsourcing, it has greatly reduced the cost.

How to survive and develop in the changeable working environment?

In 1908, Henry Ford introduced the modern assembly line, only this one stroke; he completely changed the entire business community, which is a bold new vision. A group of workers ordered arrangement step by step; everyone's task is defined in a predictable sequence of logic clearly.

It is copied from the production line for each new model that out of the previous model is efficient and accurate replication without any change and surprise.

Since then one hundred years, based on such a reliable production model and human productivity, most of the ideas have ceased to exist. Now processes and products are constantly changing. As the ultra-short product life cycles, rapid technological improvements, as well as the geographic and competitive boundaries blurred, today's employees must be responsive and has a superior ability to adapt.

Therefore, without any surprise, today's global organizations are discovering, creating and maintaining a real winning team, which has a certain degree of challenge!