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 2022
Talent climate slightly improved due to somewhat more optimistic forecasts for the external labor market
The talent climate is developing relatively positively overall, but remains at a critical, clearly negative level. The somewhat more positive forecasts regarding the availability of talent on the external labor market have had a positive impact. However, this impact is diminished by the deteriorating internal talent situation. The current availability of internal talent is more limited than it was in the first half of 2022.
Diversity plays an important role in companies
Embracing diversity in a credible way is of great importance to the majority of companies. More than 60% of the companies surveyed consider diversity to be a “relevant topic” or an “important focal topic.” In this context, the companies primarily pursue goals related to the culture, image, and mindset of the employees.ies primarily pursue goals related to the culture, image, and mindset of the employees.
Diversity with regard to gender is a top priority
Diversity with regard to the gender of employees plays a key role in most of the measures initiated by the companies. Age and ethnicity/nationality are the next highest priorities.
Diversity in these three areas is the focus of current changes in recruiting and external communications at companies.
Companies have taken initial measures, full implementation still pending
The companies surveyed use a wide range of diversity measures. Most have already taken initial action with regard to all common diversity goals. However, full implementation is still pending for most companies.