Talent Climate Index

Stormy times or sunny prospects?

Talent management is affected by changes and trends – just like the general economic situation. Profil M regularly cooperates with Prof. Dr. Klaus P. Stulle of Fresenius University to analyse the “Talent Climate Index”.

This allows us to provide you with regular information about developments in internal and external labour markets, as well as the key trends in talent management in organisations that operate on an international scale.

What are the current and future tendencies regarding the options for acquiring talent internally or externally? How well prepared are organisations to utilise these developments effectively? How do managers and HR experts assess the extent of the stakeholders’ commitment?

The Talent Management Index uses five key questions as the basis for a pertinent analysis of the current situation and trend forecasts in talent management. The survey focuses on a representative selection of companies and is carried out at regular intervals.

Take the opportunity to give us your assessment of the situation and development of Talent Management in your company.

Current TCI results for the second half of 2021

Talent climate at pre-corona level
After a brief temporary easing, the talent climate has reached a negative level comparable to the situation before corona. The talent situation has deteriorated significantly, particularly on the external labor market. There is no recovery in sight. On the contrary, the situation on the external labor market is expected to deteriorate further.

Shaping the hybrid world of work: Focus on working hours and mobile working, need to catch up on “soft” aspects and productivity assurance
At present, the hybrid world of work has not yet become attractive enough to serve as a positive differentiating factor for retaining or attracting talent. The focus of companies is primarily on practical regulations regarding working hours and mobile working.So far, only some of the “soft” aspects that contribute to a sense of purpose or good leadership and collaboration have been implemented or are in the planning stage.

At the same time, hardly any measures are in place to ensure productivity or save costs.

Up to 5 days of mobile working possible, 2 – 3 days typical
Almost one-third of respondents who have made arrangements for future mobile working allow their employees to work from home on 2 – 3 days per week. In 17% of the companies, however, up to 5 days of mobile working per week are possible.

Survey

The survey takes just four minutes to complete.

TCI → Second first of 2021

Talent in times of crisis

TCI → Second half of 2020

The impact of the coronavirus pandemic on the recruitment market

TCI → First half of 2020

The impact of the coronavirus pandemic on HR work

TCI → Second half of 2019

Purpose and meaning at the workplace

TCI → First half of 2019

Decision-making behavior of different generations

TCI → Second half of 2018

Main focus: Measures in internal Talent Management

TCI → First half of 2018

Main focus: Measures in external Talent Management

TCI → Second half of 2017

Main focus: Factors influencing the success of talent management

TCI → First half of 2017

Main focus: Factors influencing the success of talent management

TCI → Second half of 2016

Main focus: Results from different perspectives
Menu