The Global War for Talent

The Global War for Talent

Not all wars are fought in the actual battlefield. In the world of business, i.e., the global economy, contentions happen between enterprising companies, and it involves people—individuals with “talent,” specifically.

As the very same hands that make any commercial enterprise function as a business, the workforce plays an essential role in the company’s growth. Regarded as “assets,” it goes without saying how the employees make for any company’s greatest resource.

While it took until 1997 for the term “war for talent”—as credited to the organization, McKinsey—to be coined, the idea of companies actively competing in acquiring talented employees has long been a long-going phenomenon that sees people going from one side to another and companies from all over endlessly recruiting, year in, year out.

An Unpredictable Phenomenon

But, while there is demand, there is supply, the problem in the ongoing battle for talented people to join the industry lies not in having which company has the right roster or who has the most. Rather, it has become an issue of where to source them and how to keep them as beneficial assets.

The dilemma for needing “talented” people in a company is further exacerbated by the fact that employee retention in the West has become an ostensive problem and that the East is not necessarily producing enough people to become replacements.

Yet, while the need for skilled people in the workforce had always staples in the globalized economy, there has been an incremental growth in their demand given the knowledge-driven nature of the industry. But this is not to say that the demand does not wane from time to time—it does, as influenced by the dynamics that are at play.

The Need to Produce More Talents

In a study conducted by McKinsey back in 2001, it was revealed that most managers that were part of the research—or 72% of them believed that winning the so-called “war for talent” is critical in the business they represent. However, a tiny minority—of 3% of those interviewed—had the confidence about producing the needed talent pool for the next 3 years.

If there is anything that the study mentions, it is that the industry has been lacking that one essential component of any company—the talented employee—and that the effort placed into generating them had been inefficient, relative to the demand.

Some Viable Solutions

Itself at the forefront of the study which conceived the notion of “war for talent,” McKinsey proposed some ideas which it believes would be vital in addressing the problem that is the declining number of talented workers in the industry whose demands for them are mostly staple, if not increasing.

  • Establish a “talent mindset” in the multi-layered aspects of the organization
  • Come up with a so-called Employee Value Proposition that wins over talents
  • Make recruitment for talented individuals a relentless process
  • Build leaders from the existing pool of talents
  • Acknowledge the differences and make due affirmation where needed

37 Comments

  1. Cheryl Rose Treyes

    On-line Reaction #2: The Global War for Talent

    If you are the HR manager of your organization, how will you resolve the need for talent? Make 3 alternatives and explain.

    If given the chance to be an HR manager I will be proposing these three alternatives:

    *Acknowledge the role of your internal talent. Let workers feel that they play important
    role in the company or organization. Assign tasks that will help unearth hidden talents
    and skills. Provide proper acknowledgement for every job well done. If it’s possible
    award monetary incentives to talented or worthy workers.

    *Provide links for internal and external talent sourcing initiatives. Through this
    collaborative way, innovations for talent development will be made possible.

    *Create venue to develop internal talents. This could be made possible by providing
    seminars and training. Encourage them to join industry organizations, identify
    necessary skills or talents, and bridge the skill gaps.

  2. Edmar M. Genovia

    If I’m the HR Manager of an organization, I will resolve the need (lack) for talent by: (1) Training and development. To keep employees productive, don’t make them work 8hours a day that you overlook training and development. You will promote loyalty to your employees if you invest in your employee’s talent and skills, and helps them to become future leaders. Create employee development plans that outline how your staff will gain the skills they require, whether through training, coaching, or mentorship. You’ll need to follow up that training with situations that allow them to apply what they’ve learned to keep them motivated and productive. (2) Incentivize Employees or Celebrate their success. Giving employees a reason to be more efficient is one of the most effective methods to motivate them. A simple recognition or “thank you” to your employees can give them motivation. Some incentives that can make your employees motivated: Instead of a bonus or increase, you can give your employees more paid days off without requiring them to spend a vacation or sick leave. (3) Reassign. Your objective is to keep your employee and offer him or her an opportunity, as well as to provide everyone with a meaningful and enjoyable job. Make sure that the reassigned job is still challenging. Remember that your employee’s poor performance was not due to malice; he or she just lacked the necessary skills or abilities for the job.

  3. Jermond O. Juesna

    To address the lack of talent in the work force as an HR Manager, I would recommend or suggest the following:
    • Since it cannot be denied that talent can be developed it would do good to the organization if trainings and seminars is conducted to explore potential talents within the organization. It will be a reasonable investment by the company since the employees are already well versed in its work culture. This would lessen time in searching for talented workers and will also encourage other employees to develop themselves as their efforts in the organization is not taken for granted but rather reviewed and evaluated for future development.
    • Another alternative is to reach out to schools. Companies could provide students with potential some grants or scholarships in which they could set-up a career course to their chosen student and develop them along their way to employment. It could be that they would recommend courses that is relevant to their company as well as exposing the student to the company environment during their academic years slowly introducing them to their future career.
    • Companies could also look into better employment offerings, ones that are enticing to applicants but make the application more competitive making sure that it is well programed to pick out promising future employees.

  4. Joji Ivan O. Juesna

    As HR manager I would partner up our company with top educational institutions for an OJT program at our company. This way we can already sift through the potential applicants and test their talents before any competitor company.
    Provide a continued education program for performing employees, this way they will improve on their talents and capabilities, at the same time they will have a sense of appreciation since the company is spending resources for their development.
    Provide an appealing and comprehensive retirement plan. This way the talented employee will have a sense that the company is also looking out for their future after they retire from the company.

  5. Myrly V. Cabrera

    The “war for talent” is often seen in an organization. It mirrors a competition among employees which entailed by a company both in retention and production aspects. The employees can be considered as the assets of the company if discovered earlier.
    As an HR Manager of our organization, I will do the following strategies to resolve the need(lack) for talent:

    Training Opportunities
    This strategy is an effective way on a selected basis among employees. It is also applicable to those whose talents are needing for enhancement depending on their positions. The training could be quarterly or when there is an open opportunity offered by the company’s external linkages both locally and abroad. Utilizing modern technology to be updated with the trends is part of the training. Another is the leadership training for effectively handling and managing people internally and externally. Lastly is the personality development training for better building of a self-worth individual.

    Streamlining Management System
    Some companies are spending much but fell into ineffective employees resulted in unproductive outcomes. Focusing on the areas and essential tasks and gradually eliminating the unnecessary will surely improve the productivity of each department. It will help for the easier monitoring of the overall performance of the employees promptly. Also, it will help in determining the employee who needs to be trained, retrained, and promoted. Conducting a regular meeting of the department heads is an effective way through feedback in an open forum. The department heads will then relay to their subordinates the agendas discussed during the meeting. Depending on the strategies and techniques, the burnout employees, out focus, and unmotivated, can be awakened, enlighten, and boost their hidden talents, and started to show up and perform.

    Challenging Roles
    While some employees are satisfied with their present status, some felt bored doing the same tasks for many years. The scenarios are down payments for unfruitful work among employees. Hence, giving challenging roles is a better option to determine who are the great performers. Delegation is one way to know their willingness to accept and perform the assigned tasks if they take it as a big challenge. On the other hand, one can decline due to some reasons such as a lack of self-esteem or being unfit. The manager can also provide rewards and incentives to those who performed well. Remember, some people triggered their adrenaline through toughed situations. The manifestations of their strengths, talents, and capacity to solve problems when they felt the challenges are evident, and soon realized that they could make it.

    Motivation plays an essential role for the employees to stick in their jobs. Give them reasons to succeed. Encourage them, offer them the experiences, opportunities, and tools to reach their goals and dreams in life. Inspire them not to give up and directions to move forward.

  6. Ramie June P. Arnado

    If I were the HR Manager of an organization, I would resolve the need (lack) for talent through external partnerships, employee referral strategy, and the proposal for the employee development plan.

    First, I will initiate and sustain good external partnerships with other organizations (e.g., educational institutions, training centers), allowing the students to be trained or to have their internships with my organization. The desired skills needed by the company will be developed and honed. These potential graduates may choose to work in my organization because they already know the culture of the organization, its policies, core values, mission, and the like. These external partnerships may extensively provide the company with the best talents and committed people.

    Secondly, I will use an employee referral program to help solicit qualified job candidates from current employees who already know your workplace’s culture and understand your job requirements. Employee referral may contribute a positive relationship to the workplace and boost teamwork in the whole organization. According to the HR technologists, employee referrals reduce the time to hire referred candidates are 55% faster to hire compared with employees sourced through career portals and advertisements.

    Lastly, I will propose an employee development program. The employees will be given scholarship grants, free training, and workshops. This employee development program may assist the employees in pursuing further studies and training without thinking about the financial constraints and obligations. Through this undertaking, talents, and skills needed by the company will be coming from the existing employees. The lost talent will be regained while saving expenses in finding new talent. Moreover, it can also offer a high level of employee retention, which is vital for sustained company growth.

    I firmly believe that these strategies could highly acquire a competitive and healthy hiring environment and the best people in the organization.

  7. Mark Winston Gabutero

    Solving the issues for lack of talent within the organization required tremendous amount of time. It is not something that can be done within a day. It requires effort and patience to find solutions to this problem. Being the HR manager, I propose this 3 alternatives to this issue:

    1. Upskilling – Upskilling is a modern way of solving lack of talent within the organization. It is a means of acquiring new skill set that are relevant in the workplace. Teaching old employees to compensate the lack of talent is a more efficient way than to hire new recruit.

    2. Adjust the hiring criteria – It is a known fact that some talented individual are deemed unqualified because of their lack of education. Some may not be given the chance to acquire a degree from a school but others were able to hone their skills that it becomes inevitable to deny their talents.

    3. Incorporate technology – consider a recruiting software that can scan tremendous amount of information within a short period of time. Technology may help look for the right talent efficiently.

  8. Cyrus Y. Bigcas

    If you are the HR Manager of your organization, how will you resolve the need (lack) for talent? Make 3 alternatives and explain.

    If I am the HR Manager I will apply these recruitment strategies in order to counter the effects of talent shortages and ensure productivity levels in a stable condition.

    1. Looking for In-house Talent

    Hiring managers shall focus on getting out of existing talented employees to counter the effects of candidate shortages. By providing the staff with opportunities for training or a new level of responsibilities by implementing elastic working agreement. This is a useful strategy for maintaining staff and avoiding further skill shortages. For this way, employees will appreciate development opportunities at the time it increases staff loyalty to the company.

    2. Adjusting the Criteria for Hiring

    By adjusting the criteria for hiring it can deliver a wealth benefits, boosting the diversity of the workforce and introducing new perspective in solving problem. It drives innovation as different skill sets and approaches arises at the same time.

    3. Reducing Hiring Time

    Reducing hiring time gives insight into the attitude and values of a company, securing the candidate buy-in from the very start. Decision makers must have a pre-defined recruitment table.

    Additional Alternatives:

    4. Interim Professionals

    Using contract staff to cover skills shortages by doing this there is a pool of highly qualified professionals that are ready to work in which many big companies are using this solution.

    5. Transfers

    Transferring employees nationally or locally or from another part of the company which provide easy access to a pool of candidates with a good understanding of the company and its values and processes that helps a multiple benefits for the employees concerned.

  9. Mary Rose S. Tubid

    The global war for talent in this fast-evolving economy is one of the trends that human resource management is experiencing. They have to hire, retain and develop their employees to become high-skilled workers and respond to the high demand in this advanced technology era. The enumerated ideas proposed by McKinsey will help address this problem with the proper procedures and supervision.

    As an HR manager of an organization, I will resolve the need for talent with these alternatives:
    1. Selection of employees. As an HR manager who recruits employees, it must be clear what kind of skill/talent was searching by the company. We must select workers that are fit for what the company is needed and potential leaders as well. These potential leaders will act and promote the organization’s visions, missions, and goals. Also, we can select the employee that is fast-learner, versatile, team player, and flexible that can also respond to the demand of time. The other factor is the proper employee designation. Designating the perfect position for skilled employees will also help them feel motivated and retain to the company. It will give them a sense of fulfillment that can also bring a positive effect on the company.

    2. Provide training with potential employees. I will look for a training agency like TESDA to train potential applicants and let them have their on-the-job training on our company with provided allowance. Their task will be the same as the regular employees do. While they are completing the training, we can assess their performance and contractualise those good performers. In this way, we find and train talented workers at the same time. The pieces of training are not only for new potential hires but for the potential employees as well. We also have to allow them to enhance their existing skills and develop new skills. Those well-trained employees can also train other less-skilled employees to produce high-skilled workers as well. Providing training, seminars, and other sources of knowledge and skills will answer the need for talent in the company.

    3. Make a compensation scheme. We can always look for or produce talent but retaining them is the challenge, and it depends on how the HR manager responds to it. In reality, employees are practical and are looking for job stability. Also, they compare each company’s way of taking care and providing benefits for their employees. The company that wins the workers’ hearts will also win their trust and loyalty. Having just compensation for those talented workers can make them feel satisfied and valued. The feeling that they belong will also motivate them to respond effectively to the company’s objectives. In other words, the company must also have human capital have these talented assets. HR managers may invest time (recognizing, acknowledging, or appreciating the talent of employees), money (providing incentives or salary increase), and effort (make them feel that they belong to the company by acknowledging and asking them regarding their task) to help those high-skilled employees retain in the company. However, these actions need the support of the higher-ups. People are looking for a job for money. So, those satisfied talented employees will positively impact the company as well.

    Indeed, being an HR manager not only focuses on simply hiring and firing employees. They have to recruit effective and efficient workers that will respond to the demanding development of the company. They have to see every potential and take steps to enhance their existing skills and recruit new one if needed. Also, they have to coordinate with the production heads to help them discover employees that have globally competitive skills, the company’s assets. Moreover, they have to build relationships and trust with the employees to keep them and lessen the shortage of talented employees.

  10. JOHNEDEL BHON NAPILAY

    JOHNEDEL BHON CABRERA NAPILAY AUGUST 8, 2020

    ASSIGNMENT : ONLINE REACTION
    QUESTION : If you are the HR Manager of your organization, how will you resolve the need (lack) for talent? Make 3 alternatives and explain.

    Lack of talents is one of the problem that every organization facing nowadays, in different field of specialization. Talent is a skill, mind-set or an ability of an individual in performing certain job and responsibilities. Lack of talent in an organization came from many various reason such as, millennial challenge, few qualified applicants, lack of experience, competition, culture etc. If I am the HR of the organization the action I will do to resolve lack of talent, I will:

    1. Ensuring the best Candidate during recruiting
    Recruiting is one of the main function of HR, selecting the best pool of talent among applicants can help the organization improve its ability to maintain skilful and talented employees. The best recruiting can be done by doing recruiting strategies and making job description, identify skill, experiences, social behaviour, backgrounds, achievements and qualities are the best thing to do during recruiting, to ensure that you hire the best and the most qualified employee.

    2. Build a talent pool to my internal employees.
    Improving of my internal employee’s talent is one of the action I will do if I am the HR, because employees inside the organization already know the goal and objectives of the organization. Upgrading my employees is the best way to maintain talents in the organization, because it will help the organization retain employees who have already mastery to a certain job or responsibilities, and finally they can be promoted to the higher position inside the organization.

    3. Hire young generation talents.
    As we see technologies nowadays is already developing and young generation are very much familiar in these technologies trends. Hiring young generation can help the organization in using the new technologies that help work to be done faster and accurate. Young generation also help internal employees by sharing them not only in technology aspects but also they are more flexible to work for extra hours and most of the young workers are eager to learn that can help the organization grow and maintain talented employees in the organization

  11. Talent could be classified as developed, adopted, natural as well as inborn talent. Talent put into performance enables future achievement. On the other hand, lack of talent may set limits of what a person can possibly achieve in the future.

    The psychology of self improvement in this era of work revolution while remaining competitive is what Managers and HR personnel should be constantly monitored and accomplished. Observing each employee in the organization specifically those who performs well and who does not meet the standards. In my opinion, these are the alternatives to solve the lack of talent inside the organization:

    Know your employee. Do a background check about the previous role and responsibility of your employee. If your employee came from a previous job, the job description should be align to their previous expertise. Moreover, If they are fresh graduates, make sure that the degree is in line to their expected work. This strategy will make the process of trainings and seminars easier and faster. In addition to this, evaluating their behavior and attitude is also important. As a mentor, you will be able to know how to motivate and give performance appraisal in the process.

    Secondly, design and create more training opportunities. As a leader, you start by spending a day or two doing the real front line work. This will give you an insight about the nature of work, how your employees feel, the different challenges and most importantly, you will see how they perform the task and know on what to train and improvement might be required.

    Thirdly, Continuously do a program, trainings and seminars from which all the employees who lack talents will be given a chance to improve their natural talents. Make sure that everyone is comfortable and the learning process is productive and creative. Give your honest feedback and constantly experiment based on the results of trainings they undergo. Open communication is vital in addressing employees challenges. This will result to long-term learning and contribution.

    Lastly, evaluate your workplace. Creating a productive workplace with a positive culture will definitely reduce the stress of every employee. This will lessen the struggles and those who lack talents can focus on their challenges and will gradually became more efficient. Becoming lenient to every employee is a clear sign that you are giving them a chance to improve the areas that they lack talent.

  12. Joel Nedamo

    Since I am a technical worker, I will assume that I am working in a technology production company. I will speak in behalf of my own experience in Dualtech Center Foundation in Calamba, Laguna where in I worked as a Learning Facilitator (Teacher). The Training Center has a very good way of answering the problem of “Talent Shortage.” Dualtech Center is a technical school offering only one course, Electro-Mechanic Technology. It deals with almost all of the area of technology like electronics, electrical, lathe machining operator, mechanical drafting, automation/instrumentation and welding.
    So, if I am the manager and I have given the task to resolve lack of talents in the company where I am working, I would follow some of there ways in solving this problem.
    Frist, giving their employees good salary rate. The company gives constant salary increase every year depending on the performance of the employee. I can say this because I experienced it myself and it lifts up my personality and realized that the company really appreciate your hard work. In doing so my good workers will not look for another company.
    Second, the teachers are given constant training not only on his area but also in other areas. They call it cross training. Every Saturday, we are asks to report to school not to have class but to train ourselves with other areas or subjects. We try to learn theoretically and by actual hands-on with other subjects I mentioned above. The reason of this is that when the other teacher is absent and someone is free that time, he could handle that subject or area.
    The last is to partner my company with this kind of school like TESDA and other technical school that offer workers in line with the need of the company. Just like in Dualtech, trainees deployed to different companies after 6 months or 1 year of in school training for their “On the job training.” The students will learn the work in the company and most of them are absorbed by the company. Here, we solve the need of talent and also the need of employment as well.

  13. Gerard Nick A. Tribaco

    If I am an HR of my organization, it is my responsibility to find talented employees to run the organization. It is really a challenge to find talented & skilled employees to ensure the workforce of the organization. So here are some alternatives to resolve this problem;

    Promote Referral Program to our employees, tapping them is a way to make it much easier for HR to look for possible new hires. Our employees oftentimes knows someone who may have the requisite skills we are looking for. This program will not only hasten sourcing employees but it will also help employees as well. Benefits will be rewarded to employees who has referred new hires to the organization.

    Benchmark Employee Benefits. This also helps attract talents to the organization. A company or organization who offers competitive incentives are likely to attract talents from other organization, enticing them with higher benefits they can get if will join our team. Valuable talents deserve better incentives in the company who values their skills and hard work.

    Be Proactive in Hiring, as an HR is should maximize my effort in scouting valuable talents in my organization, traditional recruitment is so outdated that I must look for talents via online. In this time and age where most people are on their phones browsing through social media, I must also go where most people go. Online Job postings, Social Network Advertisements and through Social gatherings as well. Various platforms such as LinkedIn is a good strategy to consider in sourcing talents.

    Sourcing talents is a tough job to do due to the competition in the global market. But we can be proactive in many ways in sourcing our lack of talents, we just need to be competitive and visible.

  14. Francis Ian Pandanduyan

    If you are the HR Manager of your organization, how will you resolve the need (lack) for talent? Make 3 alternatives and explain.
    As stated at “resources workable site” Finding a clear talent definition is challenging. Some will argue that it’s genetics, others will say it’s learned, and most will agree that it’s a little bit of both. We can define talent as a special ability that potentially leads an individual to success.
    Skill can also be compared to talent but they have contrast in the process of attaining it. Talent can be developed by up-skilling the employees and find its weakness and turn it into strengths.
    If I am the HR manager of company, utilizing activities about reskilling and talent development of my employees will be one of my priorities. By doing this in the long run, you could produce valuable workers that could give advancement to the company in the future.
    These are my 3 alternatives in resolving the need for talent:
    a. Conducting SWOT analysis of the employees – by identifying the strengths, weakness, opportunity and threats of the employee. This is a vital process in determining the limit of the worker. So that you can assess what must be changed and must be avoided in order to do the task well.

    b. Providing specific seminars, trainings and workshop that will address their needs and talents. We all know that attending these activities can surely awaken and develop us individually.

    c. Create a reward system that would assess their progress in terms of giving incentives and bonuses. This type of system is practiced by the Japanese companies and it is famous in disciplining and developing their employees, having this type of practice can be used for employees’ holistic growth.

  15. Jomar D. Funoan

    If I am the HR manager in our organization, to resolve the lack of talented employees. My proposed ideas optimize the skilled employee, transfer employees from different offices, and developed a contingent workforce. In optimizing skilled workers, there must be a transformation of their tasks to improve the performance in another workplace and maximizing their skills. Transfer employees from different offices to upskill another employee and improve employee retention as the values of integration. Another idea is to develop a contingent workforce or outsourcing hiring outside the company to perform services that need their talent. That’s the best way to overcome the shortage of skilled workers.

  16. Ronie T. Linas

    If you are the HR Manager of your organization, how will you resolve the need (lack) for talent? Make 3 alternatives and explain.

    Talent is defined according to Marriam Webster “ a characteristic feature, aptitude or deposition of a person or animal” if the animal can gain talent how much more for human being.
    If I’m the HR manager i will resolve the need for talent by:

    Continuous development of employees
    Provide training and give employees the chance to develop one’s talent. Send deserving employees to school to generate talent your organization required and used this employee to train other employees to meet the demand.

    According to Kerry Ferry report “ in 2030 more than 85 million jobs could go unfilled because there aren’t enough enough skilled people to take them”
    By investing in training and development of employees to prepare them for future jobs. Because some jobs can no longer exist in the advent of technology. Bank tellers for example are replaced by ATMs to dispense cash. Lack of talent can be addressed by training people to fill the talent we need.

    Invest in technology
    In the advent of covid 19 the work industry can never be the same. The work from home scheme is actually working. The need for internet connection however becomes necessary. I think investing in technology can bridge the gap between talent and industry demand.

    Provide incentives
    This can motivate employees to perform well in the organization. The lack of talent does not necessarily mean we have a shortage of talent. It means that we don’t maximize the presence of our potentially talented employees.

  17. John Christian

    >The company can have upgraded training for current employees to meet their new qualifications and create their own talents that they are looking for. At the company’s expense, they can have workshops/training that will help their employees meet the new requirements to fill the “lack” of necessary talents in the company. The recognition of employee strengths and potentials through evaluation and various activities such as cross-training activities and keeping in-check of the employee(s) skills.

    > HR must be proactive in the hiring efforts of recruits. The HR should be so to say “aggressive” when seeing that the person has the qualifications above or that meet the requirements of the job, and during when planning on hiring these valuable talents so as to not lose an about-to-be good asset for the company, the HR can either reach them through social media platforms as a strategy in efforts of acquiring new talents.

    >The HR can also choose to improve their employee benefits so that it may look more appealing compared to the competitor’s benefits. You can state what the employee will be receiving once they are an employee of the company. this can be a way of hiring new talents since in the Philippines companies don’t state what the employee will be getting when they are hired, the only thing they see is that the salary range or maybe even nothing. having transparency to a degree on the employee benefit that is posted can give the public an idea of what they will be getting when they are in, thus granting the company more possibilities of hiring the talents they needed.

  18. Niño Ramon Christopher Cordova

    To resolve the lack of talent in an organization as an HR Manager firstly I will nurture or develop our existing talent within the organization, secondly increase the benefits or salary package to encourage talents, and thirdly tap with universities for the internship programs.

    1. Nurture or Develop Existing Talent – Provide employees with suitable training related to their field of expertise for them to feel that they are valued in an organization. Existing employees will not leave an organization if they feel and experience that they have career development in an organization.
    2. Increase Benefits or Salary Package – Employees will not leave an organization if they are satisfied in terms of their benefits and salary compensation. A competitive salary package will also attract talents from other places.
    3. Internship Program – In this way, it can attract graduating students to pursue permanent employment in an organization. When they earn the knowledge and skills related to a certain job, they are more eager to learn and know more about the job and they will develop more their talent.

  19. War for talented people is becoming a norm nowadays. Due to the advancement of technology, hiring talent can just be a click of our fingers. And companies to be relevant, should embrace innovations in the workplace.

  20. An article that rightly defines the global workforce today.

  21. Great article! I think an issue (at least in the USA) is that businesses are not doing enough to keep the talent happy. Many of the things that kept older generations at the same company for decades are not in place now and employees don’t feel the same loyalty to companies.

  22. SARAH D. RODENAS

    The best way to deal with Global War for Talent is to realize that human capital is very important and perform the best way to attain this. Without human capital, there will be no success in a company. Along with this, an employer should do the best way they can to hire employees that would utilize all their efforts and skills needed for the better development of such company. First and foremost, a company should know what particular talent is needed so that they would be able to fit him/her on a position that he/she can perform effectively. This very step of hiring employees should be given more emphasis and importance because there are employees who are already hired in a particular company that are not effective because of skills mismatch. This is true based on my own experience. I am working now on a particular company and I have this one workmate who is not doing well on his job. Instead of being an asset to our company, he became our employer’s liability. He can’t perform well because his knowledge and skills are not fit to his assigned work. This is where proper selection of worker must come in. An employer must not only hire and hire but also think and realize who and what they really need so that they could gain human capital worth investing for.
    Furthermore, to gain human capital as a strategy to win Global War for Talent is to recognize employees in a way of giving them rewards and incentives. These will encourage them to become more effective and motivate them to really help the company develop more. Lastly, the employer should also know how boost the worker’s potentials by exposing them to trainings related to their jobs so that they, themselves will grow as well.

  23. Frances Anne Amantillo

    One of the best strategy to survive the global war for talent is to have a compensation scheme wherein meritocracy of talented employees is rewarded. Furthermore, events that recognizes talented employees is a must. Events like “SM got talent” would encourage employees to participate and be happier in their jobs.

    Nowadays, the company needs to value talented employees to retain them. To do so, it is necessary to give them a sense of fulfillment like recognizing their merits through letters of recognition or plaques.

    • Charina Abrea

      The demographic generation of workforce had change over the last several decades and it will continue as Gen Z continues to grow. As an MBA-HR student what I can do is to focus and identify the key employee in my institution and plan on how to empower them. Actual empowerment means investing on trainings and more on recognition so that employees will have the authority to do more. Despite of the competitive benefit package of the public or governmemt sectors, our Faculty and Staff choose to stay in the company because they feel that they are being valued by people who manage them and supervise them.

  24. Frances Anne Amantillo

    One of the best strategy to survive the global war for talent is having a compensation scheme wherein creativity and ingenuity are rewarded. There are companies that reward employees for their meritocracy. In my present company, employees who have done exemplary activities are recognized in the flag ceremony and rewarded and awarded.

  25. Frances Anne Amantillo

    One of the best ways to survive the war for talent is to retain the employees. According to Susan Heathfield, – a Management and Organization Consultant who specializes in Human Resources issues, retaining employees is critical to the long-term health and success of the organization, which is related also to what McKinsey stated above. Nowadays, employees explored to transfer from a company to another just because they haven’t felt of being taken care of which added percentage to the war for talent. As an MBA HR student and in what I have observed, organization including HR should appreciate and provide opportunities to grow and learn and let the employees know that there is a room for career advancement. The organization can retain employees by tapping into their passion and allowing them to focus their time and energy on tasks they can enjoy. An organization may also provide a perception of fairness and equitable treatment for all employees. With that, looking for a replacement for a talent loss will be lessened.

  26. Mark Joseph N. Traje

    It is always an issue and true to all industry that it is hard to “Retain” committed and talented employees than hiring and training them. We can always look for talents, but to retain them is very dependent to the organization they belong with. So, as an MBA HRM student, one strategy I can suggest to fight the Global War for Talent, is to give what the employees deserve such as; increase the wages, improve the benefits and develop a program (outside activity) within the organization that will tickle the interest of the employees. Practicality will dictate us this option, though we have to understand that it requires a big decision from the organization but if this option will keep our talented employees intact, I’d rather go for it. Sound expensive? yet its long term and beneficial.

  27. Pearl Joy Ortiz

    The fierce competition for “the war for talent” for companies to attract and retain employees in the organization
    has been a trend for years. Employees compete for the jobs they desire so as employers compete even more in finding the ablest ones. In the future, technology will replace poorly skilled workers and there will be stiff competition with highly skilled ones.

    In order to survive the global war for talent, Human Resource should have to have a better understanding of good
    talent management to attract the right workers for the organization. Talent management and succession planning work together to ensure the process of recruiting and enhancement of employees for the roles they play in the organization are fulfilled. Continued training and mentoring produce talents that can be better leaders. It is said that the best asset of a company is its people. It is important that Human Resource should prioritize employee retention and job satisfaction to reduce skilled employees from leaving out the company. The competitive labor market attracts or retains workers that offer good compensation pay, benefits, and rewards.

    Unfortunately, some companies don’t invest ahead for the talent they need which leads to critical skills shortages. Some have out-dated methods of planning in forecasting skills that are needed in the future though, I understand that it’s difficult to predict in this uncertain world. Developing talents thru trainings require a lot of money and time but it helps the company to reach its productivity breakthroughs. With this, employees have opportunities to grow and have a better sense of self appreciation/fulfillment for the roles they played.

  28. Lemon Grace Ratone

    One of the many challenges that every organization faces today is on how to retain its most important asset, the employees. Employee retention is a key element to a company’s success. An excellent employee contributes to customer satisfaction, increase productivity and effective planning. Losing a good employee is very costly that affects the many operation of the business. Somehow, this event is an assessment to managers how well they managed employees.
    For me, I believe that competitive benefit package is not the only reason why employee choose to stay. The major reason why most employee retain is the quality of supervision they receive. If the employee is well supervise and being valued by the company through its leaders, inner motivation comes out which creates loyalty and satisfaction. These motivation includes employee empowerment through trainings, coaching, career development and fair treatment to every employee. Job satisfaction results to employee security and empowerment that creates good and talented asset that values loyalty and relationship.
    I agree to the viable solutions of this article, winning the war of talent relies to the company on how well they managed and wisely choose and invest to its people.

  29. MA. JOYZEL UBAL

    The unemployment rate in the Philippines has risen this 2018 but as an MBA-HRM student, if we are to look further into it, a lot of companies are in need of “talented” people that would be an asset for their company. But what happens when these companies have already hired/recruited these “talented” people? How do the HR Management of a company keep these people and continue to be an asset to the them and not be pirated by other companies and win in the Global war of Talent?
    Employees nowadays are practical and look for stability in their jobs, and so being an HR-we should find ways to keep these “talented” assets to the company by investing in them; give them the pay that they deserve or which is due to them. If they are well-compensated, transferring to other companies would never cross their minds. Another strategy would be supporting their individual development; may it be through seminars or trainings or even through their further studies to enhance their “talents”. Learning is a continuous process that could serve the employees’ interests as well as the organizations. Lastly, would be showing your employees future career path. This could motivate them to work extra hard to reach that goal or position in the company. These kinds of employees would learn the company’s efforts in making them feel valuable and they are being treated as great assets to the company they work with.

  30. Analie Joy A. Soriaga

    Global war for talent is indeed one of the challenges companies (more so with the HR Department) are facing. With the help of jobsites, referrals and the like, sourcing for applicants is quite easy nowadays, however, acquiring or recruiting the best, talented and potential employees is a problem. (Being able to hire, develop and retain an employee). That is where the war for talent comes in.

    As an MBA-HR Student and an HR practitioner, the best strategy/ies to survive the global war of talents are the following ideas (which is also related to what McKinsey suggested):
    1. Promotion from within – since workforce is the bloodline of every company, they must be taken cared of, trained and developed. Employees who feel that the company is “for” them and that they are appreciated are the employees who are likely to stay.
    2. Creating Employee value proposition – employees now adays especially the millenials, compared to the older generations, work expecting that the company has so much to offer them. They are more attracted to companies who value them and rewards them for their good performance.
    3. Lastly, i agree with McKinsey said that HR or companies should make recruitment for talented individuals a relentless process. This is actually my motto in recruiting. Never cease to source more applicants, compare and get the best of them all.

  31. In today’s fast changing Global economy, war of talents is one big
    trend that challenges manager to find, hire, retain and develop their employees.
    As technology replaces low-skilled workers , “ brain drain’ us being predicted to happen by 2020 according to McKinsey, where the supply of high-skilled and college – educated workers will be a problem.
    As a student and practicing human resource manager, it’s a great opportunity for me to accept this as a challenge, rather than a threat, because as the scarcity on the pool of human resources, the institution
    has the option to ‘ maje or buy’, that is train or hire employees wuth the needed skills.
    I opt to train, rather than hire, because as experienced, nabagi and supervising employees everyday, you can see their performance as well as, their strength and weaknesses, their behavior and attitude towards their work.
    On the other hand, huribg an employee based qualification standards set by the company, will not guarantee that you will hire the employee fitted fir the job, since you just simply based the data on the documents submitted by the applicants as well as the interview conducted.
    Thus, keeping the ‘best employee’ in the company must be taken into consideration, especially that increasing demand in developing countries will likely lead to employees resignation searching for greener pasture that will create a massive shortage of skilled and qualified workers.

  32. Iranne Teriz G. Chainani

    Keeping people with excellent skills is very crucial to a business or organization . There are a lot of factors to consider and one of that is the workers’ preferences when it comes to work management. Talent acquisitions have been considering a lot of steps when it comes to managing talents. In this very competitive world, a lot of strategies have been adapted and applied to improve the horizon in businesses and organizations. Therefore, we must all be mindful of each viable solutions.

  33. Jenny Barros

    As an MBA-HR student, I feel one of the best strategies to survive the Global War on Talent is two prongs!
    First is to is discover and ascertain within the existing staff pool the potential talents and leaders of the future. Nurture them, train them, give them opportunity for further development, knowledge and experience but enrolling them in outside course, making them feel valued and respected, showing them a clear career path and bright future should they stick with the organization, making sure at the same time, their compensation package is on par with what is offered outside. The HR department should be acutely aware of the competition compensation packages and make sure the company does not lag behind. Sometimes company head cringes on increasing spending but HR should present it as an investment in the future. It is one of the keys to success.

    The second part of the strategy should be to bring in fresh blood with fresh ideas and experiences from outside. Again this is a two prongs strategy. The first part is to understand the business the organization is into, know your competitors well, inside and out, even befriend some of their staff as to glean information on that company’s rising star. Then at the opportune moment approach them with a compensation package that may entice them to come over. The second path is to link up with educational institutions like Universities, Colleges, organize some events, present and showcase the company and possible career path, interview students in their final years, possibly helping financially some of the brightest against a contract for a minimum of 5 years and a very easy repayment plan. Passing advertising also in the students’ gazettes or similar publication may be helpful and costs are low. Finally showcase the company in the social media, indicating a clear career path and various opportunities available.

    I believe this two prongs strategy is a sure win for a stable and growing talent pool for now and in the future.

  34. Rodolfh D. Doruelo

    Now a days the world is competitive, global war for talent has become extensive in the world of business, management or organization need to compete in each other to catch or attract those who are qualified and talented person. Many of the organization or institution have that dilemma and are finding solution on how to address those issues.
    Global war for talent is challeging issue in the organization or instituiton; they need to build a good image or a good quality of treatment in thier organization to entice those talented person. You need to sacrifice a lot to aim or get your goal. And that’s the nature of the game, if you will win or lose in looking for talented people.
    For me the best strategy to survive in Global war for talent is to give the best in attracting those qualified and talented people. Continue to look or find those people who have the capability or capacity that is suited in the company or institution. Through thay way the organization will easily get employee who is suited in thier organization and in return can offer good back pay to those who are hired in thier organization. The organization must have a good fringe benefits and salary to make the employees motivated and that’s one of the reason why they stay longer in the organization. In addition, adressing the global war for talent is to care and retain those employees who are talented and effective in the work place. Provide them with assurances of benefits and a good salary, for them not to look for another organization and must give an appropriate trainings and development to further enhance their knowledge and skills. And the most important thing is to let the employee who are effective and efficient in the company feel thay they are essential part of the organization because without them the organization cannot lead into successful and systematic organization. Through that way management will no longer look or find replacement for another talented employee because you already have one in your organization. I believed that if you care for your employees the employees will do good and take care of your company, therefore if the employees and the management have that mutual relationship it will become a successful and stronger working relationship to the both employees and management.

  35. Rustom M. Padios

    The Global war for talent is not just the problem of multinational corporations, even small organizations are experiencing difficulty when it comes to finding talents that will fit the need of the organization. A lot has been said about the different ways and means on how to stop or at least minimize shortages when it comes to the need of talent in the workplace.
    I personally believe that the best way for an organization to respond to this dilemma is to focus on continuous effort in attracting employees from the external environment and commitment to employee development.

    Attracting employees externally is a very challenging task for every organization; they need to make sure that the organization is attractive enough to catch the attention of potential talent from the outside. Some of the aspects the organization can work on is to emphasize on their competitive compensation package, good company image, friendly organizational culture, and conducive working environment. Employees need are unique, thus, both extrinsic and intrinsic motivation must be considered in attracting talent from the outside. As said, it’s a war for talent, the company that can offer the best compensation package will always have an edge from its adversaries.

    Aside from attracting talent from the outside, organization needs to have commitment when it comes to employee development. Sometimes, the talent we need is already available inside, waiting to be tapped and nurtured. Organization which develop talent from within has an edge over its adversaries knowing that employee loyalty is already there. Employee training and development must be one of the organization’s priority if it wanted to remain competitive in the global business arena. If you cannot win talent from the outside, then develop an employee with the talent you need.

    Organizations should invest in its people. Human Resource is the key.

  36. Mizpah A. Villamor

    For me, the best way to survive the “Global War for Talent” is to start first with what the company already has. The HR of the company should make efforts to retain the talent it has employed at the present. The company can do this by offering enhancement trainings so that the employees will see a career path within the company, minimizing the need for replacement in the future. Second, the company can offer attractive, or if not, a just compensation to its present and possible talent. Many talents leave or turn down an offer because they seek a “greener pasture” or great deal with what they can offer. Third is, the company can link with institutions that train talents they are looking for, like a school or a university. In this way, it can have a steady supply of talents from these training institutions and could possibly give suggestions on the kind of output that it need from a talent or talent performance.

    A practical example I have witnessed in this global war of talent is the diaspora of Filipino nurses. I believe the lack of career path has contributed to the migration of nurses around the world. The big compensation offered by other countries largely influenced many nurses to grab the offer in spite of the difficulties of being away from their families. Other hospitals have tied up with educational institutions to answer the need of more work force, temporarily. We produced world class nurses yet, our very own hospitals lack nurses because of low salary.

    I very much agree with what was suggested at the end of this article. The best asset a company has is its people. If the company, through its HR, invests in its people, it may discover hidden talents that will impact the company big time.

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